Wage and Hour

Overview

Employment-related class action lawsuits have grown exponentially over the past five years. Virtually all aspects of employee compensation have become the target of collective and individual actions in both state and federal courts and ongoing changes in regulations are making compliance increasingly complicated. How can employers stay on top of these issues?

You need well-informed and well-managed representation to effectively meet what are the otherwise burdensome disruptions in time, budgets and employee relations that can arise from wage and hour litigation and compliance challenges. With potentials for large recoveries, adverse publicity and expensive litigation that can threaten your company's bottom line and reputation, you need a full service firm that can help you mitigate risks and stay on top of the ever-changing rules and regulations.

At BakerHostetler, we provide sophisticated, nuanced and creative case management at the outset and at every stage, from preventative advice and counsel and audits to individual, class and collective litigation.

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How do our clients benefit?

Our extensive experience in the wage-and-hour area coupled with our proven track record of successfully defending class, collective and representative actions make us uniquely qualified to effectively handle complex wage claims on behalf of our clients.

Our attorneys develop successful defenses for clients facing unusual and large-scale cases, ranging from employee misclassification, unpaid overtime, off-the-clock work and missed meal and rest period issues, to tip pooling and improper deductions from paychecks, among others.

We resolve many class and collective action cases before any full-scale attempt at notice/certification, denying plaintiff’s counsel an opportunity to seek or recover significant fees. When settlement is not an option or otherwise is not in a client’s best interest, we focus on forestalling notice and/or defeating certification.

We are known for our ability to end class actions before they begin.

We help clients fully comply with federal and state wage and hour laws.

We also understand that dealing with wage and hour issues, if they arise, is only half of the battle. Our attorneys offer thoughtful guidance for our clients in the interest of avoiding litigation. We conduct comprehensive wage and hour audits, review and where necessary revamp policies and advise clients on the proper classification of employees and independent contractors.

We also help our clients structure sound policies for off-the-clock work, pay and payroll practices, recording hours worked, vacation and paid-time off practices, commission and bonus plans, tip credits, overtime, meal and rest breaks, and wage deduction issues, among others.

With wage and hour claims, there are always nuances and new trends. Whether the issues are related to unpaid interns, tax implications that result from misclassifying employees as exempt, or telecommunicating and how best to keep track of compensable time—our attorneys spot the trends and prepare our clients.

From a geographical perspective, wage and hour settlements are on the rise in California. Our team in Los Angeles, and nationally, is well versed with California’s rules and regulations for today’s workforces.

Select Experience

  • Have extensive experience advising clients on the applicability of Fair Labor Standards Act exemptions, including analysis of individual jobs and broad classes of jobs. In addition to the single position analysis that we frequently perform for clients in the course of routine employment advising, we have conducted significant projects (or audits) analyzing and advising as to the applicability of the professional, executive, and administrative exemptions for clients in a wide range of industries, including logistics, transportation, healthcare, information technology, hospitality, manufacturing and financing.
  • Have substantial experience defending employers against claims by non-exempt employees with respect to misclassification, unpaid overtime, rest periods and meal breaks. In those cases (as elsewhere), we look for creative ways to advance our clients’ interests.
  • Have worked closely with California employers to develop strategies to address California Supreme Court holdings that PAGA claims are not subject to arbitration.
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Professionals

Name Title Office Email
Partner Orlando
Partner Atlanta
Associate Denver
Partner Los Angeles
Associate Chicago
Partner Los Angeles
Partner Washington, D.C.
Partner Washington, D.C.
Partner Chicago
Counsel Orlando
Partner Cleveland
Associate Los Angeles
Associate Orlando
Partner Cincinnati
Partner Cleveland
Partner Orlando
Associate Los Angeles
Associate Los Angeles
Associate Los Angeles
Partner Los Angeles
Associate Orlando
Partner Los Angeles
Associate New York
Partner New York
Associate Cleveland
Partner Cleveland
Counsel Philadelphia
Associate Los Angeles
Partner Cleveland

Experience

  • Have extensive experience advising clients on the applicability of Fair Labor Standards Act exemptions, including analysis of individual jobs and broad classes of jobs. In addition to the single position analysis that we frequently perform for clients in the course of routine employment advising, we have conducted significant projects (or audits) analyzing and advising as to the applicability of the professional, executive, and administrative exemptions for clients in a wide range of industries, including logistics, transportation, healthcare, information technology, hospitality, manufacturing and financing.
  • Have substantial experience defending employers against claims by non-exempt employees with respect to misclassification, unpaid overtime, rest periods and meal breaks. In those cases (as elsewhere), we look for creative ways to advance our clients’ interests.
  • Have worked closely with California employers to develop strategies to address California Supreme Court holdings that PAGA claims are not subject to arbitration.
  • Defeated certification of a class of over 4,500 employees of a video-rental chain who alleged that they were required to perform compensable tasks after clocking out. A federal judge in Illinois ruled that our attorneys had successfully demonstrated that the plaintiffs’ claims were inconsistent and varied by store and by supervisor.
  • Won decertification of a class of over 600 IT employees claiming unpaid overtime in a case involving the complex issue of whether they exercised sufficient discretion in their duties and responsibilities to meet the administrative exemption under California wage and hour law. On remand, a federal judge found this question would yield individualized answers based on which tasks employees were assigned and how their time was apportioned among tasks.
  • Won summary judgment and denial of a class certification motion brought on behalf of thousands of putative class members throughout the state of California, alleging that the value of meals provided by employers should have been counted as part of employees' wages, thereby increasing the employees' overtime pay. The court found that the employer could lawfully exclude the value of the meals from employees' regular rate of pay and overtime because the employer established that it makes meals available to employees for its own benefit and convenience.

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In The Blogs

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Employment Law Spotlight
Not Dead Yet: The States' New Strategy for Attacking Independent Contractor Misclassification Can Be Relentless — and Costly.
By Todd H. Lebowitz
November 20, 2019
For years, state governments have claimed they were losing hundreds of millions of dollars in unpaid withholdings as a result of independent contractor misclassification. Now, one state is making a grab for a massive piece of that pie —...
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Employment Law Spotlight
New York City Extends NYCHRL Employment Protections to Freelancers and Independent Contractors
By Marc-Joseph Gansah, Amy J. Traub
November 18, 2019
On Oct. 13, 2019, New York City enacted Int. 136-A (the Law), expanding the employment protections of the New York City Human Rights Law (NYCHRL) to freelancers and independent contractors. The Law will take effect on Jan. 11, 2020. The...
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Employment Law Spotlight
California Employers Receive Favorable Interpretation of "Regular Rate of Compensation" in Labor Code Provision Concerning Meal and Rest Period Premium Pay and Guidance Regarding Lawful Rounding Practices
By Sabrina L. Shadi, Eric W. Witt
October 18, 2019
Earlier this month, a California Court of Appeal issued an opinion that is good news for California employers. The opinion addressed the meaning of “regular rate of compensation” in California Labor Code section 226.7, which requires...
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Employment Law Spotlight
California Court of Appeals Concludes That Claims Under Labor Code 2800 and 2802 Not Excluded From Coverage by "Wage and Hour" Exclusion in Lloyd's of London Insurance Policy
By Marcus McCutcheon
October 1, 2019
In a win for California employers, the California Court of Appeals for the Fourth District held in Southern California Pizza Co., LLC v. Certain Underwriters at Lloyd’s, London Subscribing to Policy Number 11EPL-20208, 2019 WL 4572859...
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Employment Law Spotlight
New Jersey and Illinois Join the Salary History Ban Train
By Marc-Joseph Gansah
August 15, 2019
On July 25, 2019, Acting Gov. Sheila Oliver signed NJ A1094 (“the Law”) banning salary history requests in New Jersey. The Law will take effect on Jan. 1, 2020. The Law makes it unlawful for an employer to (1) screen a job applicant based...
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