Fluctuating state and local wage and hour laws create major headaches for employers. Holland & Hart helps ease the pain.
It’s a struggle for employers to correctly classify and pay employees as the notion of “worker” continues to expand. The traditional concept of independent contractor has been disrupted by the gig economy and post-pandemic demands for flexibility.
When employers incorrectly classify or pay (including overtime) employees or federal contractors, the impacts for non-compliance can be high. It's rarely just one employee—the domino effect on groups and potential classes of employees can pose a significant risk to an employer’s bottom line.
Our team is here to help. We proactively counsel employers in making specific classification decisions that avoid business disruption and liability. We also offer audits, including pay equity assessments, to identify potential wage and hour issues and recommend pay policies and practices that bring employers into compliance with current regulations.
With increasing wage and hour challenges, employers need experienced advocates. From strategic negotiations with state and federal regulators, to defending a pay audit or an independent contractor status claim, our team has deep experience. We assemble teams of seasoned litigators to defend collective and class wage and hour actions in a single jurisdiction or across multiple states.