Overtime Concerns With Remote Access and Mobile Devices
What Can an Employer Do to Minimize the Risks?
Although there may be nothing an employer can do to eliminate the possibility that some employees will work time that is not compensated, employers should consider a number of steps to minimize the likelihood of uncompensated work and subsequent wage claims. This white paper reviews the steps that employers could take including minimizing any work-related activities that employees are asked to handle away from their primary work location and may want to limit employee access to and use of electronic devices away from the workplace, and adopting broader policies and procedures that will encourage employees to report their time fully.
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