# Wage hour compliance audit
> Source: https://legalcode.md/skills/legalcode-wage-hour-compliance-audit | [HTML version](https://legalcode.md/skills/legalcode-wage-hour-compliance-audit)

Audits wage and hour compliance under the Fair Labor Standards Act (FLSA) and state equivalents.

Audits wage and hour compliance under the Fair Labor Standards Act (FLSA) and state equivalents. Use when assessing exempt vs. non-exempt employee classification under duties tests (executive, administrative, professional, computer employee, outside sales, highly compensated), salary threshold compliance (including the post-2024 Texas-court-vacated DOL rule, current operative $684/week threshold), overtime calculation methodology (regular rate inclusions/exclusions, fluctuating workweek, piece rate, blended rates), meal and rest break requirements by state, timekeeping adequacy and off-the-clock risk, tip credit and tip pooling rules (2018 CAA and 2021 DOL final rule), child labor compliance (29 CFR Part 570), predictive/fair scheduling obligations, and pay stub and record-keeping requirements. Produces classification findings by violation tier, quantified exposure estimates, and prioritized remediation recommendations. US federal + state jurisdictions.

This skill conducts a structured audit of an organization's wage and hour compliance posture under the Fair Labor Standards Act (FLSA), 29 U.S.C. §§ 201–219, applicable Department of Labor (WHD) regulations (29 CFR Parts 516, 531, 570, 778, 785), and state wage and hour laws. **Covers:** - Exempt vs. non-exempt classification under all six white-collar exemption categories (executive, administrative, professional, computer, outside sales, HCE) — duties tests and salary basis/level - Salary threshold compliance with the operative 2020 DOL threshold ($684/week) and the status of the vacated 2024 rule - Overtime calculation methodology — regular rate of pay, inclusions/exclusions, fluctuating workweek, piece rate, blended/weighted rate - Meal and rest break compliance — federal framework plus state-specific requirements (CA, NY, WA, CO, IL, OR, and others) - Timekeeping adequacy — records under 29 CFR Part 516, off-the-clock risk, continuous workday doctrine, remote work exposures - Tip credit and tip pooling — 29 CFR Part 531, 2018 CAA amendments, 2021 DOL final rule on dual jobs, back-of-house inclusion - Child labor compliance — 29 CFR Part 570 hours restrictions and prohibited occupations - Predictive/fair scheduling obligations — Oregon statewide, plus NYC, Chicago, Seattle, LA, Philadelphia, San Francisco, and other city/county ordinances - ...

## Jurisdictions

Global



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