According to the Department of Labor, the Fair Labor Standards Act (FLSA) “establishes minimum wage, overtime pay, recordkeeping, and youth employment standards affecting employees in the private sector and in Federal, State, and local governments.” When it comes to FLSA audits, the government can examine applicable wage and hour issues and determine whether or not you’re compliant.
Of course, you’ll want to avoid an FLSA audit as best as you can. We’re here to help.
Ensure your employees are classified correctly.
Your job descriptions should match ADA-compliant job descriptions in order to help you determine if they should be classified as hourly or salaried employees.
Always track time correctly.
Make sure you’re ADA compliant and ensure you’re paying your employees the amount they deserve.
An audit can be a significant hit to a company like yours.
But by focusing on these 2 important details, you can avoid paying back wages later.
BACK WAGES FROM AUDITS IN 2017 RESULTED IN OVER $270 MILLION PAID OUT.
If you feel overwhelmed by details like these, that’s where we come in. You need a partner that can ensure you’re avoiding audits like these and that you remain compliant. Reach out to us to learn more about how we can do this for you.