Related Service Areas
- Webinar - FLSA OVERTIME COUNTDOWN! December 1 is only a month away. Are you ready?
- Austin Lunch and Learn - The Final Rule on White-Collar Exemptions to the FLSA Overtime Requirements: What employers need to know now
- WEBINAR - FLSA White Collar Exemptions: Is It Time to Reevaluate Your Classifications?
- Webinar Recording - FLSA White Collar Exemptions: Is It Time to Reevaluate Your Classifications?
- Dallas Lunch and Learn - The Final Rule on White-Collar Exemptions to the FLSA Overtime Requirements: What employers need to know now
- St. Louis Breakfast Briefing: It’s Here! The Official Changes to the FLSA White-Collar Exemptions
- Washington D.C. Metro Breakfast Briefing - The Final Rule on White-Collar Exemptions to the FLSA Overtime Requirements: What Employers Need to Know Now
- Webinar (Repeat) - The Final Rule on White-Collar Exemptions to the FLSA Overtime Requirements: What employers need to know now
- Jacksonville Breakfast Briefing: Finally, the Finalized Changes to the FLSA White-Collar Exemptions
- Webinar - The Final Rule on White-Collar Exemptions to the FLSA Overtime Requirements: What employers need to know now
- Webinar 3:00-4:15 p.m. - The Final Rule on White-Collar Exemptions to the FLSA Overtime Requirements
- Tampa Breakfast Briefing - It's Here: FLSA Final Rule
Newsletters & Bulletins
- Client Bulletins, EMPLOYERS CAN BREATHE A SIGH OF RELIEF COME DECEMBER 1: Court strikes down overtime rule
- Client Bulletins, Labor and Employment Law in a Trump Administration
- Client Bulletins, What to make of the Wage and Hour Division's voluntary compliance agreement with the Subway franchise system
- Retailer, Retailer - Summer 2016
- Client Bulletins, Massachusetts beefs up its pay equity law
- Client Bulletins, DOL Issues New Regulation Regarding White Collar Exemptions That Would More Than Double Salary Threshold and Require Automatic Increases Every Three Years
- Wage-Hour Report, DOL Issues New Regulation Regarding White Collar Exemptions That Would More Than Double Salary Threshold and Require Automatic Increases Every Three Years
- Client Bulletins, Help Wanted: Avoiding Inadvertent Participation in Labor Trafficking
- Wage-Hour Report, Supreme Court Upholds Class Action in Donning-Doffing Dispute Based on “Representative” Statistical Evidence
- Wage-Hour Report, Final Overtime Exemption Rule Is at Third Base, Heading Home
- Wage-Hour Report, FAST FOOD EMPLOYERS IN THE EMPIRE STATE: 10 wage-and-hour issues on the horizon
- Wage-Hour Report, DOL to start enforcing new Home-Care Rule November 12
- Wage-Hour Report, Appeals Court Agrees with DOL: Home Health Care Workers Employed by Third Parties Have a Right to Minimum Wage, Overtime
- Client Bulletins, The Massachusetts Wage Act: A New Incentive for Employers to Pay Up
- Client Bulletins, Proposed Overtime Rule Would More Than Double Salary Threshold for Exempt Employees, With Automatic Yearly Increases
- Client Bulletins, Massachusetts Attorney General Issues Final Earned Sick Time Regulations
- Client Bulletins, D.C. Wage Theft Prevention Act Goes Live
- Wage-Hour Report, A Cautionary Note On That "Companionship Services" Rule
- Wage-Hour Report, DOL's Companionship Rule Gets the One-Two Punch
- Wage-Hour Report, Security Check-Out is Not "Compensable" Work Time, Supreme Court Says
Some people call it “workplace 3.0” – the rapidly changing nature of today’s business environment to a more mobile, task-based based workforce. With the use of outsourced labor and contractors on the rise, and the growth of telecommuting and digital connectivity among employees, defining your traditional workday may be becoming increasingly difficult.
As compliance with federal and state wage and hour laws becomes more complicated, the plaintiffs’ employment bar has learned just how lucrative class and collective action litigation can be. This litigation is unique because it often incorporates both federal and state claims in the same cause of action, and requires defense counsel skilled and knowledgeable in the specific intricacies of wage and hour law. This is also an area that is excluded under most employment practice liability policies, so for most employers, back wage exposure and all of its associated costs continues to be an uninsured risk.
Because there is no preemption of state law by federal wage and hour laws, employers covered by both must take steps to ensure compliance with whichever law imposes the greater obligation on the employer. This meshing of federal and state wage and hour laws can be particularly burdensome for employers with multi-state operations.
Constangy’s wage and hour team can help you navigate this difficult landscape.
What Sets Us Apart
The attorneys on Constangy’s wage and hour compliance team have substantial expertise in all areas of the federal Fair Labor Standards Act and state wage and hour laws, some having come to the firm from positions within the U.S. Department of Labor and various state agencies.
You could even say that Constangy “wrote the book” on wage hour compliance – practice co-chair Ellen Kearns is the Editor-in-Chief of the American Bar Association’s highly respected treatise on the FLSA.
We are skilled at handling some of the more complex wage and hour issues of recent vintage, such as recordkeeping for telecommuting employees and the exemption status of jobs that have become much less "discretionary" because of technology. We also understand modern-day compliance with the overtime requirements for non-exempt employees paid under various incentive compensation arrangements.
What We Do
Our attorneys have successfully defended numerous class and collective actions brought under both federal and state wage and hour laws. We also know how to help you minimize risk and reduce potential liability by offering policy development and training to help ensure and maintain compliance.
- Compliance with the overtime/exemption, child labor, and minimum wage provisions of the Fair Labor Standards Act
- Compliance with state wage and hour laws
- Compliance with federal and state family and medical leave laws
- Independent contractor and joint employer issues