{"id":5674,"date":"2011-07-27T17:36:49","date_gmt":"2011-07-27T21:36:49","guid":{"rendered":"https:\/\/old.visionpayroll.com\/kb\/?p=5674"},"modified":"2011-07-27T17:36:49","modified_gmt":"2011-07-27T21:36:49","slug":"tip-of-the-week-how-to-protect-against-wage-and-hour-retaliation-claims","status":"publish","type":"post","link":"https:\/\/old.visionpayroll.com\/kb\/2011\/07\/tip-of-the-week-how-to-protect-against-wage-and-hour-retaliation-claims\/","title":{"rendered":"Tip of the Week: How to Protect Against Wage and Hour Retaliation Claims"},"content":{"rendered":"<div class=\"img alignright size-medium wp-image-5675\" style=\"width:300px;\">\r\n\t<a href=\"https:\/\/old.visionpayroll.com\/kb\/wp-content\/uploads\/2011\/07\/20110727.jpg\"><img src=\"https:\/\/old.visionpayroll.com\/kb\/wp-content\/uploads\/2011\/07\/20110727-300x246.jpg\" alt=\"How to Protect Against Wage and Hour Retaliation Claims\" width=\"300\" height=\"246\" \/><\/a>\r\n\t<div>How to Protect Against Wage and Hour Retaliation Claims<\/div>\r\n<\/div>Employers must ensure that any adverse employment actions are completely unrelated to claims an employee might make in terms of wage and hour issues. Learn about steps to avoid disastrous wage and hour class actions.<\/p>\n<p><strong>Six Steps You Can Take Today to Minimize Your Company\u2019s Risk<\/strong><\/p>\n<ul>\n<li>Don\u2019t create a situation or reason for an employee to raise a complaint.<\/li>\n<li>Ensure that unpaid lunch breaks are at least thirty minutes long.<\/li>\n<li>Don\u2019t make improper deductions from exempt employees\u2019 salaries.<\/li>\n<li>Self-audit your exempt and non-exempt employees for proper classification.<\/li>\n<li>Self-audit your independent contractors to ensure they\u2019re not employees.<\/li>\n<li>Provide wage and hour training for all supervisors and managers.<\/li>\n<\/ul>\n<p><strong>Get More Details on Wage and Hour Retaliation Claims<\/strong><\/p>\n<p>To learn more details about each of these preventive measures, be sure to listen to <em>How to Protect Against Wage and Hour Retaliation Claims<\/em> in this month\u2019s <a href=\"https:\/\/www.visionpayroll.com\/index.php?id=29\" target=\"_blank\">HRCast<\/a>, a recording provided by our team of HR Pros and available exclusively on <a href=\"http:\/\/visionpayroll.myhrsupportcenter.com\/\" target=\"_blank\">MyHRSupportCenter<\/a>.<\/p>\n<p><strong>MyHRSupportCenter Provides Alerts, Best Practices, and HR Tools Every Day<\/strong><\/p>\n<p>Visit <a href=\"http:\/\/visionpayroll.myhrsupportcenter.com\/\" target=\"_blank\">MyHRSupportCenter<\/a> regularly, not only for our <a href=\"https:\/\/www.visionpayroll.com\/index.php?id=29\" target=\"_blank\">HRCasts<\/a>, but also to get late-breaking compliance alerts, best practices to implement, and HR tools to use every day. If you haven\u2019t yet signed up and would like a free trial of <a href=\"http:\/\/visionpayroll.myhrsupportcenter.com\/\" target=\"_blank\">MyHRSupportCenter<\/a>, contact <a href=\"mailto:info@visionpayroll.com\" target=\"_blank\">Vision Payroll<\/a> today.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>How to Protect Against Wage and Hour Retaliation Claims Employers must ensure that any adverse employment actions are completely unrelated to claims an employee might make in terms of wage and hour issues. Learn about steps to avoid disastrous wage and hour class actions. Six Steps You Can Take Today to Minimize Your Company\u2019s Risk [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[4],"tags":[410,53,28,131],"_links":{"self":[{"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/posts\/5674"}],"collection":[{"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/comments?post=5674"}],"version-history":[{"count":3,"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/posts\/5674\/revisions"}],"predecessor-version":[{"id":5678,"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/posts\/5674\/revisions\/5678"}],"wp:attachment":[{"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/media?parent=5674"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/categories?post=5674"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/tags?post=5674"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}