Wage and Hour
Reinhart’s Wage and Hour group counsels clients on the interpretation and implementation of minimum wage and overtime requirements found in federal law, such as the Fair Labor Standards Act (FLSA). We also assist clients in compliance with applicable state laws, which regulate the method and timing of wage payments to current and recently terminated employees.
We have deep experience helping employers distinguish between exempt and nonexempt status for employees. Our attorneys also defend FLSA claims, including representative or class actions. Finally, we help coordinate and protect the interests of our clients during Department of Labor audits or investigations.
Our attorneys collaborate closely with our Litigation Practice to defend employers against wage and hour claims, including claims that involve allegations of unpaid or miscalculated wages (e.g., allegations of unpaid overtime, vacation pay, commissions and bonuses), improperly unreimbursed business expenses, misclassification of employees as independent contractors and misclassification of “exempt” and “non-exempt” employees.
The City of Chicago Paid Sick Leave Ordinance and the Cook County Earned Sick Leave Ordinance require employers with a place of business in Chicago or Cook County to provide eligible employees with paid sick leave.
Failing to properly structure meal and break periods could result in significant liability. Employers ensure you are in compliance with Wisconsin’s paid break laws with 4 helpful tips.
Food and beverage industry employers may require their employees to change into protective clothing or gear before and after their shifts for regulatory, sanitary or safety reasons. The time employees spend “donning and doffing” protective clothing or gear may be compensable working time.