Wage and Hour Compliance
AWR’s attorneys have served clients nationwide in their efforts to comply with the myriad federal and state wage and hour laws, including the Fair Labor Standards Act, the Davis-Bacon Act and the Service Contract Act. The goal of a robust compliance effort is to provide clients with the tools and advice necessary to the prevention of government investigations and litigation by:
- Ensuring employees are properly classified as exempt or nonexempt from the federal and state minimum wage and overtime requirements;
- Calculating regular rates of pay;
- Recordkeeping obligations;
- Timekeeping practices;
- Prevailing wage and fringe benefit rates and requirements under the SCA and DBA;
- Recognizing what is compensable working time, and what is not; and
- Identifying records and notices to employees to be kept in order to evidence compliance with the law.
Our compliance services include the performance of company-wide wage and hour audit engagements as well as individualized assessment of individual employee situations as part of ongoing day-to-day consultations with our clients. Ideally, companies initiate periodic internal audits to ensure they’re in full compliance as a matter of course. However, audits may be required as part of an organization’s response to a federal or state wage and hour investigation. In addition, companies may audit their practices as part of due diligence for a merger or acquisition.