Full Scope of Our Wage and Hour Services

Our national Wage and Hour practice group has an exceptional breadth and depth of knowledge, skill, and creativity. Clients rely on us to advise them on having their pay practices comply with federal, state, and local laws, and to defend them when those practices are challenged. We help our clients with agency investigations. We defend them in class and collective action lawsuits. And we provide day-to-day advice and counsel on all facets of wage and hour issues—from questions relating to a single employee to issues concerning a global workforce and to questions arising in the context of corporate M&A transactions.

We represent you in government audits and investigations.

To an employer, few events are more disconcerting than a government auditor appearing without warning and demanding to see records. We step in to help clients handle such audits and investigations at both the federal and state levels. We walk clients through the process and represent them in front of federal and state agencies.

We defend your interests in litigation.

Employers count on us to defend them in wage and hour lawsuits ranging from single-plaintiff cases to complex class and collective actions. As a thought leader in the wage and hour law arena, we are able to approach each case from a strategic standpoint, balancing particular laws at issue with the practical needs of a client’s business. We also focus on the unique issues in each case, developing innovative strategies designed to dispose of claims early and to drastically reduce a client’s litigation exposure.

We provide counseling to help you minimize future exposure.

At Epstein Becker Green, we do more than just provide a creative and strategic defense when our clients face wage and hour litigation. We understand that avoiding litigation is even more important than defending it—and less expensive, too.

For this reason, Epstein Becker Green’s wage and hour attorneys routinely provide advice to clients on wage and hour issues, assist in conducting wage and hour audits to identify and address potential problems—and do so in a manner aimed at avoiding litigation and agency investigations.

The questions that employers typically face during an audit include:

  • Are your employees properly classified as exempt or non-exempt?
  • Are your workers performing services as independent contractors properly classified?
  • Are your employees working off the clock?
  • Are your employees being paid for all compensable time?
  • Is employee work time being rounded in compliance with the law?
  • Is the company complying with state laws regarding meal periods, rest periods, and wage statements?
  • Is the company complying with payroll and recordkeeping requirements?
  • Is overtime pay being properly calculated?
  • Are non-discretionary bonuses or commissions being included in calculating overtime pay?
  • Are commissions being properly calculated?
  • Is the company properly addressing types of services charges?
  • Have managers received proper training about wage and hour issues?

Knowing the answers to these questions—and changing policies and practices as necessary to make sure that you have the right answers—can be the key to avoiding or defending against litigation. Helping you find the right answers is what Epstein Becker Green does every day.

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