Proactive Wage and Hour Compliance Strategies

Leveraging Self-Audits, Effective Policies and Procedures, and Corrective Measures to Reduce Liability Exposure

Recording of a 90-minute CLE webinar with Q&A

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Conducted on Tuesday, August 14, 2012

Recorded event now available

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Course Materials

This CLE course will provide guidance to employer's counsel on proactive measures to minimize exposure to wage and hour lawsuits. The panel will outline best practices for conducting self-audits, developing effective policies and procedures, and implementing corrective measures.


Wage and hour litigation continues to surge, making compliance with the Fair Labor Standards Act and comparable state laws a top priority for employers. The Department of Labor reports that 78% of businesses are out of compliance with wage and hour laws.

Wage and hour violations may subject employers to liability for unpaid wages, penalties and fees. To minimize exposure, employers should implement proactive strategies, including comprehensive self-audits, strong policies and procedures, and effective corrective measures.

Listen as our authoritative panel of employment attorneys explains strategies for employment counsel for developing and implementing proactive practices to help reduce employer exposure to costly wage and hour violations and related litigation.



  1. Self-audit strategies
    1. Who should conduct audit?
    2. Areas of review
    3. Documenting the audit, including work-product and privilege issues
  2. Wage and hour polices and procedures
    1. Time and manner of wage payment
    2. Employer classification
    3. Overtime pay
    4. Bonus and commission policy
    5. Recordkeeping policy
    6. Meal and rest break policy
    7. Leave policy
  3. Corrective measures
    1. Establish compliance program
    2. Reclassify positions
    3. Consider voluntarily paying back wages
    4. Should you notify the DOL of error?


The panel will review these and other key questions:

  • What self-audit strategies are effective to identify and correct errors? When should employers take the initiative to notify the Department of Labor of compliance errors discovered during self audits?
  • What are the key components of strong, enforceable wage and hour policies and procedures?
  • How can the atty-client privilege and work-product doctrine be used to protect documents generated during proactive compliance activities from discovery in wage and hour cases?

Following the speaker presentations, you'll have an opportunity to get answers to your specific questions during the interactive Q&A.


Paul J. Siegel
Paul J. Siegel

Jackson Lewis

He has represented employers in wage and hour, discrimination, affirmative action and labor matters since 1976. He...  |  Read More

Charles H. Wilson
Charles H. Wilson

Cozen O’Connor

Mr. Wilson is board certified in Labor and Employment Law by the Texas Board of Legal Specialization. He represents...  |  Read More

Jonathan T. Hyman
Jonathan T. Hyman

Kohrman Jackson & Krantz

He advises companies on a wide-range of employment, human relations, and labor-relations issues. He serves an...  |  Read More

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