Controlling your risk
in wage and hour compliance
The Department of Labor estimates that 70% of employers are out of compliance
with federal laws governing wage and hours. Class actions have emerged as
one of the most significant employment law trends of this decade.
According to Tammy McCutchen and Lisa Schreter of Littler Mendelson, experts
in wage and hour compliance, the most significant wage and hour risks faced
by employers today include meal and rest periods, off-clock work, continuous
workday issues and employee misclassification. To control risk they recommend:
• Conduct an audit to ensure jobs are classified correctly
• Keep job descriptions up to date and have employees confirm accuracy
during performance appraisal – there is often a disconnect between
what’s on paper and what an employee is actually doing
• Centralized review of new and changed jobs by HR/Legal
• Periodic training for HR/Legal
• Adopt employment policies, including “off-the-clock”
policy, payroll integrity policy, overtime policy, and rest and meal break
policies
• Conduct periodic audits of payroll records
• Provide training to front-line managers and employees
• Hold managers accountable
Employers who demonstrate they have made a sincere effort to comply with
the FSLA can avoid significant additional liability on top of whatever back
wages are owed. In addition, state laws may be more restrictive than FSLA
and employers must also understand the laws in all states where they have
employees. |