Wage and Hour Compliance

Wage and hour compliance is one of the most common and most consequential issues employers face.

• Is this employee exempt or nonexempt from overtime under the FLSA?
• How do we calculate overtime for employees with a fluctuating workweek?
• Does PTO count toward the 40 hours?
• What defines a workweek? Is 80 hours over a 2-week pay period fine?
• Can I deduct money an exempt employee owes the company from his paycheck?
• Do I have to pay our new commission-only employees for the week of training they attend?

Questions that sound simple on the surface often have more complicated legal answers than employers expect. Wage and hour law is intricate, and even well-meaning employers can get it wrong.

For example, paying an employee on a salary basis does not automatically make that employee exempt; salary is only part of the analysis. The employee also must satisfy the requirements of a recognized exemption under the Fair Labor Standards Act, such as the executive, administrative, or professional exemption. Many employers are unaware of that additional requirement, and even those who know it exists often are unsure how the rules apply in practice.

At Luchansky Law, we help employers navigate these issues with clarity and confidence. We are committed to guiding, solving, and advocating as necessary, whether that means answering day-to-day compliance questions, helping clients structure pay practices and classifications correctly, or defending your decisions when disputes arise. We provide advice that is legally sound, practical, and aligned with the realities of running a business.