Wage and Hour



Complying with wage and hour laws and avoiding related litigation must be top of mind for today’s employers. As our most recent Class Action Survey found, 40% of companies surveyed viewed wage and hour class actions as the greatest employment-related class action threat. Employers must ensure that their employees are properly classified as exempt or nonexempt, properly paid for their hours worked, and that independent contractors are not in fact misclassified. 

These challenges are amplified because employers must comply with the fact-dependent requirements of federal and state, and sometimes even local, wage and hour laws, each of which are rapidly evolving.
Carlton Fields helps employers to meet these challenges. We offer wage and hour audits and other compliance services to help avoid litigation. Across the United States, we defend wage and hour collective actions under the Fair Labor Standards Act, and class actions under state law. We also defend single-plaintiff wage and hour claims, counseling our clients through every step in the process.

  • Defend wage and hour collective and class actions brought under federal and state law.
  • Defend single plaintiff/claimant lawsuits and arbitrations.
  • Represent clients in connection with Department of Labor wage and hour investigations and enforcement actions.
  • Conduct wage and hour workforce audits to help ensure proper exempt/nonexempt and independent contractor classifications.
  • Prepare, review, and revise written job descriptions, pay policies, employment agreements, and independent contractor agreements for compliance with wage and hour law.
  • Advise employers on discreet questions and concerns regarding wage and hour issues.
  • Assist with training supervisors, managers, and human resource professionals on wage and hour law compliance.
  • Assist employers with resolving wage and hour disputes, both pre-litigation and during litigation, in compliance with FLSA technical requirements.


The information on this website is presented as a service for our clients and Internet users and is not intended to be legal advice, nor should you consider it as such. Although we welcome your inquiries, please keep in mind that merely contacting us will not establish an attorney-client relationship between us. Consequently, you should not convey any confidential information to us until a formal attorney-client relationship has been established. Please remember that electronic correspondence on the internet is not secure and that you should not include sensitive or confidential information in messages. With that in mind, we look forward to hearing from you.