Employers must use caution when evaluating whether they comply with minimum wage and overtime requirements.
Compliance with the FLSA may not be sufficient. Many states and some localities have requirements, and those requirements do not always mirror FLSA standards. Thus, employers must be certain that they are complying with the FLSA as well as state and local requirements in every state where they have employees.
Partner and former co-chair of the Labor and Employment and Class Action Practice Groups at K&L Gates LLP
Advises employers on wage and hour payment and compliance and compensation plan design
Assists employers responding to agency investigations; and represents employers in wage and hour, discrimination, and other employment lawsuits at the state and federal levels
Worked on hundreds of state, regional, and national wage and hour class actions, including lawsuits involving wage calculation and payment issues, entitlement to overtime and benefits, off-the-clock claims, challenges to exempt status, and claims to employee status
Listed as a top labor and employment attorney in The Best Lawyers in America and Chambers USA: America’s Leading Lawyers for Business, a super lawyer in Washington Law & Politics, a Washington State litigation star by Benchmark Litigation, and a leading employment lawyer in Seattle Business and Seattle Metropolitan magazines
Frequently speaks, writes, and testifies on wage and hour and wage payment issues
J.D. degree, with highest honors, University of Washington School of Law, where he was managing editor of the Washington Law Review; B.F.A. degree, Pacific Lutheran University