Ogletree Deakins’ Wage and Hour Practice Group features attorneys who are experienced in advising and representing employers in a wide range of wage and hour issues, and who are located in Ogletree Deakins’ offices across the country. Our attorneys have in-depth knowledge of federal laws, including the Fair Labor Standards Act (FLSA), the Family and Medical Leave Act (FMLA), and prevailing wage laws (such as the Davis-Bacon Act), as well as comparable state laws. Our attorneys include former officials of federal and state labor agencies, including the Wage and Hour Division (WHD) of the U.S. Department of Labor, and the California Labor and Workforce Development Agency.
Minor decisions or practices can make the difference between compliance and non-compliance with various wage and hour laws. Non-compliance can have significant financial consequences, including back pay, fines, and penalties. If uncorrected, non-compliance may result in unwanted, avoidable, and costly lawsuits, especially class and collective action litigation. The attorneys in our Wage and Hour Practice Group have a keen eye for details and understand clients’ goals and needs. If litigation ensues, our Wage and Hour Group works with clients to protect their interests and minimize potential exposure.
Although minimum wage, overtime, and other wage payment requirements are conceptually straightforward, they present a multitude of compliance challenges for employers. The attorneys in our Wage and Hour Practice Group have assisted employers with many proactive initiatives to ensure compliance with the FLSA, FMLA, and state law counterparts. One valuable tool for employers is to conduct payroll, timekeeping, compensation, and other related wage and hour practice audits. Our attorneys have worked with employers to conduct a variety of audits, such as:
Other proactive, preventive measures include counseling companies about wage and hour laws, and working with employers to devise practical solutions that comply with the law and maximize their operations before enforcement agencies conduct investigations.
The Wage and Hour Practice Group boasts practitioners who have represented employers in investigations and audits by WHD and state agencies involving a broad range of issues spanning varying degrees of complexity. These enforcement agencies and their investigators wield broad, discretionary power when conducting investigations or audits, and our attorneys are adept at developing strategies to counter investigatory tactics. Our attorneys have assisted employers in preparing for on-site investigations and have represented employers during the course of investigations – from opening conferences to resolution after closing conferences. The Wage and Hour Practice Group has substantial experience in assisting employers in minimizing the impact of these investigatory challenges.
State Law Experience
Several states have their own wage and hour laws that augment the FLSA, FMLA, and prevailing wage laws. The Wage and Hour Group has extensive experience handling state wage and hour issues, including meal and rest break requirements, wage payment requirements, permissible wage deductions, use-it-or-lose it vacation policies, and limitations on the use of pay cards and direct deposit. Our California Wage and Hour Practice Group has detailed knowledge and experience with all aspects of California’s wage and hour laws as enforced by the California Labor and Workforce Development Agency, and as interpreted by various California courts and state enforcement boards and agencies.
5.0/5.0 by a Associate/Assistant General Counsel on 05/22/13
Excellent attorney who gives timely and business savvy legal advice. He is very responsive and tailors the form of response to the specific client ne...Read more
Excellent attorney who gives timely and business savvy legal advice. He is very responsive and tailors the form of response to the specific client need--i.e. he will not give you a lengthy legal memo when a quick email response will suffice.
Professional, high integrity, strategic, practical, problem solver, responsive, knowledgable, excellent communicator and confident presence with Execu...Read more
Professional, high integrity, strategic, practical, problem solver, responsive, knowledgable, excellent communicator and confident presence with Executive Management team and Board of Directors.Read less
Not enough space to tell you about Ms Morrison. She holds a very special place in our hearts. My family and friends will allays be thankful to Ms Morr...Read more
Not enough space to tell you about Ms Morrison. She holds a very special place in our hearts. My family and friends will allays be thankful to Ms Morrison. When other lawyers turned their back on us the law firm of Richard Iandoli and Ms Morrison was the only lawyers that took matters into their hands, like we knew each other for a long time. I live in Boston, have a family and we always remember how she helped me, my friends and my family. THANKSRead less
Mr. Barrett was exceptional. His understanding of our situation and how to mitigate potential legal entanglements was spot on. He was prompt in his...Read more
Mr. Barrett was exceptional. His understanding of our situation and how to mitigate potential legal entanglements was spot on. He was prompt in his response to our inquiries and always kept us abreast of how things were progressing. He was very aggressive in defending our position and putting others on notice we would defend ourselves.Read less
Ogletree Deakins has a long tradition of premier client service. It was founded on principles that remain core values of the firm today: premier client service; teamwork and collaboration; treating each other with respect; hard work; and open governance. As Kim Ebert, Ogletree Deakins' Managing Shareholder, recently said: “These core values permeate the firm’s culture and are the bedrock upon which we build our diversity and inclusion initiatives.”
Ogletree Deakins solicits, values, and incorporates myriad viewpoints as part of its philosophy and practice of inclusion. This ensures ongoing creativity, innovation and efficiency in responding to changing global needs.
Ogletree Deakins is proud to be a member of the following nationally recognized organizations that promote diversity and inclusion in the legal industry.
FAN, the Law Firm Affiliate Network of the Minority Corporate Counsel Association (MCCA). To be a FAN member, MCCA requires an express commitment to 10 Basic Principles, which MCCA research has determined to be hallmarks to advancing diversity.
The Center for Legal Inclusiveness is dedicated to advancing diversity in the legal profession by actively educating and supporting private and public sector legal organizations in their own individual campaigns to create cultures of inclusion. Its focused work in Colorado is on-going and forms the basis for all of its innovative programs and initiatives, many of which have become national models.
Ogletree Deakins is also a member of VAULT, whose stated mission is to “be the indispensable provider of information and solutions for professionals and students who are pursuing and managing high-potential careers.”
Membership in the Project for Attorney Retention (PAR), now Diversity & Flexibility Alliance (DFA), demonstrates Ogletree Deakins’ support for retaining and advancing women in law and for work/life balance for all attorneys, which is key to retaining top talent.
Ogletree Deakins also encourages and supports membership and participation in local, state, national, and international professional associations. In the United States and Europe, our lawyers are active in organizations such as the following:
• National Bar Association (NBA)
• National Asian-Pacific Bar Association (NASABA)
• European Employment Lawyers Association (EELA)
• International Bar Association (IBA)
• The Law Society of England and Wales
• The City of London Law Society
• The American Bar Association
• The National Lesbian and Gay Law Association
• The Cuban American Bar Association
• Association Internationale des Jeunes Avocats (AIJA)
• Lambda Legal
• The National LGBT Bar Association
• The Hispanic Bar Association
Furthermore, Ogletree Deakins lawyers have held the following positions among others:
• The former Chair of the Labor and Employment Law Section of the NBA
• The former Chair of the Black Solicitors Network
• Member of the Management Board of The Law Society
• An Officer and Board member of the Korean American Bar Association of Southern California
Ogletree Deakins’ lawyers regularly participate in firm-sponsored conferences and seminars hosted by the National Employment Law Council (NELC), the Minority Corporate Counsel Association (MCCA), the National Association of Women Lawyers (NAWL), the Association of Law Firm Diversity Professionals (ALFDP), and Corporate Counsel Women of Color (CCWC).
An Ogletree Deakins lawyer also serves as the editor of the Diversity Table, an award-winning survey analyzing the demographics of top firms in the United Kingdom.
In addition, Ogletree Deakins partners with its clients in the area of diversity and inclusion by inviting clients to attend events hosted by many of the above mentioned organizations. The firm also provides counseling and offers on-site and remote training to create and support in-house diversity and inclusion efforts.
Throughout the firm, lawyers of diverse backgrounds, gender, sexual orientation, race, and physical ability have positions of responsibility. This includes lawyers who hold positions as Managing Shareholders in our offices and 20% of our Board of Directors are diverse.
Ogletree Deakins’ commitment to diversity and inclusion has won broad recognition. In 2012 MultiCultural Law Magazine ranked Ogletree Deakins as follows:
• #53 in the Top 100 Law Firms for Diversity and Inclusion
• #39 in the Top 50 Law Firms for Partners
• #4 in the Top 100 Law Firms for Women
• #2 in the Top 25 Law Firms for African-Americans
The firm also has a five-member dedicated Professional Development and Inclusion Department (PD&I), whose primary focus is to establish and monitor programming and initiatives that will sustain productive and all-inclusive work-environment in every office location. This team is led by the by a Director of Professional Development and Inclusion, who is part of the senior management team and reports directly to the Managing Shareholder and the Board of Directors.
There is also a twelve-member Diversity and Inclusion Steering Committee that guides the firm in creating programming and initiatives to recruit, hire, retain, promote and advance lawyers within the firm.
To conclude, Ogletree Deakins believes that diversity and inclusion are integral to the firm’s outstanding performance and premier client service. The firm’s top-talented, vibrant workforce reflects the growing diversity of our communities and clients and contributes unique perspectives and creative approaches. This, in turn, generates the highest quality of service, propels outstanding business results, and serves the needs of our clients and the communities in which we live and work.
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