Wage and hour mistakes scale fast: one misclassified role or miscalculated overtime rule can turn into a class or collective action covering your entire workforce. We help employers get compliant with the Fair Labor Standards Act and state wage laws before that happens, and we defend the claims when they arrive. The advice is concrete enough to change how your payroll actually runs.
FLSA and State Compliance
The FLSA sets minimum wage, overtime, and recordkeeping rules, and many states layer stricter requirements on top. We review your pay practices against both, advise on overtime calculations, the regular rate, and compensable time questions like travel and donning and doffing, and help you fix gaps before they become liabilities that compound with every pay period.
Employee Classification
Classification drives most wage and hour exposure. We audit your exempt versus non-exempt designations under the FLSA's duties and salary tests, and assess independent contractor relationships against the standards that apply in your jurisdiction. Where a role is misclassified, we help you reclassify it cleanly and manage the transition without inviting the very claim you are trying to avoid.
Defending Wage Claims
When overtime, minimum wage, or off-the-clock claims hit, the stakes climb quickly under FLSA collective and state class procedures. We defend single-plaintiff cases and collective actions, fight conditional certification and decertification, and use your time and pay records to test the claims. We keep the strategy tied to your real exposure across the affected employee group.