Although individual wage and hour claims may only involve low-dollar exposure, when such claims are brought as class actions, potential liability, penalties and defense costs skyrocket into the millions. Manufacturers, fulfillment centers, logistics services and other businesses with less-skilled, lower-paid workers and high turnover are particularly vulnerable to attacks, and claims are on the rise.
Best Best & Krieger LLP’s Labor & Employment attorneys offer private and public-sector employers and their managers guidance on all aspects of wage and hour policies and practices and compliance with the Fair Labor Standards Act, the California Labor Code, California Code of Regulations and relevant wage orders. We work closely with risk management and human resource personnel in developing effective prevention, compliance, training and dispute resolution strategies. Additionally, we advise and defend clients regarding employee exemptions, misclassifications, overtime, off-the-clock, minimum wage compliance, and miscalculated commissions and bonuses issues and claims, among others.
Our attorneys assert and defend clients’ interests in proceedings at all local, state and federal levels, appearing on their behalf before state and federal courts, the National Labor Relations Board, the U.S. Department of Labor, the California Labor Commissioner, the Division of Labor Standards Enforcement, the Public Employment Relations Board, the California Department of Fair Employment and Housing, the U.S. Equal Employment Opportunity Commission and other administrative agencies, as well as before public agency personnel boards and civil service commissions.
We strive to resolve claims through arbitration, mediation, individual and union negotiations and settlements. However, when litigation proves necessary or in our clients’ best interests, our Labor & Employment litigators defend clients in courts at all levels in single-plaintiff, collective and class actions.
We stay current on the latest developments impacting employers to help our clients reduce risk and avoid liability. For instance, in light of the NLRB’s ruling regarding the use of arbitration agreements with class action waivers, we are working with clients to implement agreements with such waivers to insulate them from class action exposure.