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ARTICLE · 07 JUNE 2012

Off-The-Wall Judgments/Settlements In Off-The-Clock Cases

Duane Morris LLP
Duane Morris LLP
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Virtually every week we hear about another employer allegedly requiring, encouraging or tolerating non-exempt employees working off the clock.

United StatesEmployment and HR
Jonathan Segal
Jonathan Segal
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Virtually every week we hear about another employer allegedly requiring, encouraging or tolerating non-exempt employees working off the clock. Even large employers with robust compliance programs are not immune to such attacks. It takes just one manager to edit down an employee's time to stay within budget—true wage theft—and the legal ball may start rolling.

It was an honor to have published an article for Fortune on wage and hour issues in general and off-the-clock issues in particular: http://management.fortune.cnn.com/2012/05/29/the-new-workplace-revolution-wage-and-hour-lawsuits/

Here are 10 steps you can take to minimize your legal exposure to off-the-clock cases:

  1. Train supervisors that they cannot require, encourage or even suggest that non-exempt employees work off-the-clock.

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