Posted on 11-Nov-09 by The Timekeeper

So, let’s say you’ve decided you need to audit your wage and hour practices and policies. Good for you! Seriously. Every business should from time to time, and there’s no time like the present.

Now, you could hire someone to conduct the audit (there are good reasons to consider hiring your lawyer for the job). But perhaps money’s tight (as it is for most of us these days) and you’ve decided to try an FLSA self-audit to see if you can uncover anything on your own.

Before you start, take a look at these two articles from the HR Daily Advisor.

In Part One, attorney Marc L. Jacuzzi, a partner in the law firm of Simpson, Garrity, Innes, Jacuzzi, P.C., warns about the increase in wage and hour claims under the FLSA (which I’ve noted here before) and gives some tips for making sure the employees you’ve classified as “exempt” from overtime really are… well… exempt, and that you’re paying them properly. Because proper pay practices aren’t just about overtime.

In Part Two, Jacuzzi continues with more tips for auditing your time and attendance and payroll practices for salaried non-exempt and hourly employees, along with additional general tips for things to check when conducting a self-audit.

Put ‘em all together and you’ve got the beginnings of a pretty nice checklist to help make sure you cover everything. Whether you audit yourself or hire someone to do it, this is a great way to uncover time and attendance issues and potentially head off wage and hour lawsuits.

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