Compliance Audits

In today’s litigious environment, businesses must be proactive to prevent or reduce the chances of litigation and DOL, EEOC, and ICE investigations. One of the most effective ways to do so is to regularly conduct FLSA compliance audits. These audits will help determine whether any compliance issues or other employment issues exist in your business.

Each year, thousands of disgruntled employees file Fair Labor Standards Act (FLSA) lawsuits in the Federal District Court.  Many claim that they were not paid the minimum wage, were not properly paid for all hours worked, were not paid overtime, or were incorrectly classified as exempt from overtime.

Financial impact of FLSA lawsuits on your business

The financial consequences to employers not in full compliance with the FLSA may be devastating. Employees found to have been employed in non-compliance may recover back wages for up to three years, an equal amount in liquidated damages, attorney’s fees, and court costs.

Furthermore, these lawsuits often evolve into collective actions that include a large number of current and former employees.

Equally worrisome is the fact that these lawsuits are regularly filed, not just against the corporation (or other legal entity), but also against the principals (persons) who run the business. This can make business owners, and other high-level management personnel that meet the definition of an “employer”, individually and personally liable for any violations of this law.

In addition to private lawsuits, Department of Labor investigations may also subject the business to significant back wage liability and penalties. Businesses in South Florida are frequently the targets of such investigations and it is our goal to keep you compliant to avoid federal penalties.

Our service rates


Defined by project
Several things are considered such as number of employees, number of positions, status of HR policies and procedures, and overall expected time frame to complete project. 
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Defined by time
Generally, work that would go beyond those services covered in a retainer fee and not large enough to be considered a project. Hourly rates are prorated by minute.  Training rate is higher than general HR due to additional preparation required outside the program. The training rate is charged only for the time on-site which includes set-up and tear down before and after the training time frame,
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E-mail, phone, or in-person advice on various HR topics. This would include minor research to obtain readily available materials related to policy or procedures, etc. Generally available five days per week.  Evenings and weekends are generally available to accommodate employers who are open beyond the typical work week.
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