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Blank Rome’s employment attorneys have significant experience advising clients on the requirements of the myriad federal and state wage and hour laws that regulate how employees must be paid, including the:

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We also regularly represent employers before state and federal administrative agencies in wage-hour audits and have a robust court practice in which we defend clients against claims that they have violated state and/or federal wage and hour laws and regulations.

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Perform internal audits of our clients’ wage and hour policies to determine whether they are:

Defend clients before state and federal courts and administrative agencies in a variety of matters, including:

An emphasis on compliance and litigation avoidance. FLSA compliance is a prime example of where “an ounce of prevention” may result in significant long-term savings.

Focus on training clients’ staff to recognize issues and prevent violations.

Development of solutions-oriented approach to claims of noncompliance.

Raymond Arroyo

Mark Blondman

Caroline Powell Donelan

Carmen F. Francella III

Michael G. Greenfield

Anthony B. Haller

Howard M. Knee

Terence Liao

Anthony A. Mingione

Taylor C. Morosco

Brandon S. Shemtob

Daniel J. Sobol

Theresa A. Topping

Gabrielle I. Weiss

DOL Overtime Rule Update Leaves Attys Waiting for Next Hike

DOL Proposes New Joint Employer Rule Under the FLSA, FMLA, and MSPA

Blank Rome Partners Named to Law360’s 2026 Editorial Advisory Boards

Blank Rome Welcomes New Associates Caitlin M. Murphey and Terence Liao in Orange County

Blank Rome Welcomes New Labor & Employment Associate Raymond Arroyo in Chicago

Litigation and Employment Law Issues for In-House Counsel CLE Event 2025

New Calif. Law May Pave Way for More Pay Equity Suits

3rd Circ. Streamlines Hybrid Wage Class Action Settlements

How the NLRB Dramatically Changed Unionization

Wage Collective Certifications Up, Deals Down, Reports Find

Ding! Dong! U.S. DOL Assessment of Liquidated Damages Is Dead!

Philadelphia Enacts POWERful New Worker Protection Ordinance

Blank Rome Partners Named to Law360’s 2025 Editorial Advisory Boards

Blank Rome Welcomes Labor & Employment Associates Michael G. Greenfield and Derek E. Schultz in Philadelphia

Blank Rome Bolsters National Labor & Employment Group with Team in Philadelphia

Employers Are Extra Grateful This Thanksgiving After Federal Court Sets Aside DOL’s Salary Threshold Increase

Massachusetts Governor Signs Pay Transparency Law

Blank Rome Wins Appeal for Motive Energy Telecommunications, Inc. Enforcing Arbitration Agreement

Noteworthy Publications

4 Takeaways from the DOL’s Final Overtime Rule

Finally!? DOL Cranks Up Exempt Salary Threshold Near $60,000

Keeping Up: Guidance on California’s New Pay Data Reporting for Employers

Blank Rome Partners Named to Law360’s 2024 Editorial Advisory Boards

Labor & Employment

Class & Collective Actions

Benefits & Executive Compensation

Employment Litigation

Labor Management Relations

Strategic Counseling & Employment Practices

Trade Secrets & Competitive Hiring

Employee Stock Ownership Plans (“ESOPs”)

Executive Compensation

Service

Brooke T. Iley

Jason E. Reisman

Natalie Alameddine

We have conducted numerous audits of client wage and hour practices, resulting in changed practices that have led to considerable cost savings. These audits have focused on:
<ul>
<li>Exempt versus non-exempt classification issues;</li>
<li>Appropriate use of independent contractor status;</li>
<li>Whether the client’s use of unpaid interns is compliant with federal and state law;</li>
<li>Whether the client is paying for “off the clock work”; and</li>
<li>Whether certain bonus/extra payments require additional overtime pay.</li>
</ul>
We have an active litigation practice in which we have defended clients in federal and state courts, as well as before administrative agencies. These representations include:
<ul>
<li>Defended a nationwide FLSA collective action in which it was alleged that the employer did not pay its employees for “off the clock” work prior to and after the “official” workday began and ended. After conducting extensive discovery, we successfully negotiated a settlement of the case.</li>
<li>Defended an employee service provider in a collective/class action in which it was alleged that the client misclassified workers as independent contractors and not employees.</li>
<li>Defended a large retail chain in FLSA collective action in which it was alleged that the employer misclassified mid-level managers as exempt “executives” and not as non-exempt employees.</li>
<li>Defended two employers in FLSA collective actions in which it was alleged that the employers had not paid employees for work performed at home at the end of the workday.</li>
<li>Defended an employer in FLSA collective action in which it was alleged that the employer did not pay its employees for overtime work they performed in excess of 40 hours per week.</li>
</ul>

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