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July 14, 2010
Written Compensatory Policies are Critical

In a BLR webinar entitled "Off-the-Clock? How to Determine When Time Worked is Compensable Under Federal Law," Catherine Moreton Gray, Esq., an associate at Robinson and Cole LLP described written compensatory policies as critical to avoiding litigation.

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  • Prohibit working "off-the-clock."
  • Require approval for overtime or work outside of schedules hours.
  • Consider items specific to your organization.
  • Require and hold employees accountable for accurate time records.
  • Train supervisors and managers.

These policies are critical because plaintiffs' lawyers love wage and hour cases:

  • Class action lawsuits mean big attorneys' fees and awards.
  • Technology has created new situations where employees may claim they had to work off-the-clock.
  • Meal and rest break cases have been big business in many states.

Catherine Moreton Gray, Esq. is an associate at Robinson and Cole LLP (www.rc.com). She has more than 20 years experience in human resources and employment law. Her practice is focused on advising employers on all aspects of the employment relationship, including representing employers in government audits, before administrative agencies and in federal and state courts.

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