Wage and hour laws present many challenges to businesses ranging from increasingly complex compliance demands to the risk of high-stakes litigation. With the U.S. Department of Labor vigorously enforcing the Fair Labor Standards Act (FLSA), state and local laws and regulations constantly expanding employees’ rights, and wage and hour class and collective action cases proliferating across the country, compliance is more critical than ever. Businesses, particularly those with nationwide operations, must navigate a minefield of differing laws while achieving operational goals within budget constraints.
RRD’s Wage and Hour Practice Group advises and defends employers in all aspects of wage-hour law, including pay practices and policies, worker classification (e.g., exempt or non-exempt, employee or independent contractor), and all analysis and steps critical to determining compliance – or costly noncompliance. With in-depth knowledge of all relevant federal laws, including the FLSA and its state counterparts, we work with employers across the country to identify and address risky pay practices to minimize any exposure and, when necessary, defend them in litigation and investigations.
Bringing decades of experience to bear, our seasoned lawyers devise creative and effective solutions to wage-hour challenges. We coordinate with each of the firm’s industry teams, enabling us to bring invaluable practical knowledge to each client’s situation. Our experience spans nearly every sector, including retail, automotive, manufacturing, hospitality, and financial services.
Because it’s best to prevent violations and claims before they occur, we proactively advise businesses on the many layers of federal, state, and local laws impacting pay practices. Our attorneys will work with your legal and human resources teams to examine wage and hour procedures and make any adjustments – before a lawsuit or investigation hits.
Our team can help with:
- Develop compensation plans that properly balance applicable legal requirements, employee relations concerns, and business goals
- Direct privileged self-audits to identify problem areas and implement necessary changes affecting employee classification, compensation, timekeeping, and record-keeping
- Conduct due diligence reviews
- Evaluate whether employees are exempt from minimum wage and overtime requirements
- Determine whether employees are compensated properly
- Train front-line managers regarding hours worked issues and avoiding managing through payroll