Wage and Hour Audits

Why Should You Attend:

Under the Obama administration, the Wage and Hour Division (WHD) of the U.S. Department of Labor (DOL) has become re-energized and is the most active it has been for many years. In light of such enhanced enforcement activity, it is even more important to identify and correct potential wage and hour issues and to otherwise prepare for a WHD investigation. This webinar will focus on how to conduct an effective internal wage and hour audit, plan for an actual WHD investigation, and otherwise minimize potential exposure under the Fair Labor Standards Act (FLSA).

As the WHD conducts virtually its entire litigation discovery through record audits and onsite inspections, and the FLSA gives the DOL broad investigative authority, it is critical for employers to prepare for, and assert their rights and manage the flow of information during, investigations. Various state agencies have similar investigatory powers under state wage and hour laws. Preparation is now more important than ever before because of the current enforcement-heavy philosophy of the WHD and state agencies.

Areas Covered in the Webinar:

• Why do a wage and hour audit now
• Preliminary considerations to be addressed prior to conducting an audit
• Key wage and hour regulatory updates
• The framework for conducting an effective wage and hour audit
• Key issues to evaluate when conducting an audit
• Understanding and resolving the issue of “threshold jobs”
• Reporting results and resolving issues
• The key to wage and hour compliance is training
• Anatomy of a WHD audit

Who Will Benefit:

• Payroll Professionals
• Human Resources Personnel
• Accounting Personnel
• Business Owners
• Compensation Managers
• Employment Managers and Recruiters
• Auditors

Instructor Profile:

Cathleen Hampton has more than 25 years of experience as a human resources professional providing subject matter expertise in areas such as human capital and work force planning. She has a unique ability to analyze operations for risk and help maneuver cultural practices and compliance enhancements that would increase organizational outcomes. Risk as defined as financial, operational, as well as from a more general workforce planning perspective. As a dyed in the wool HR professional, she continually looks for ways to capture the essence of strategic thought as it would relate to human capital and workforce planning. She is noted for launching new programs focused on talent acquisition and retention strategies that outpaced major completion through strong and decisive business leadership.

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