Keeping track of a construction laborer’s work hours can prove surprisingly difficult. Time spent on travel, training, unauthorized overtime, and rest and lunch breaks can easily go unnoticed. When that happens, an employer is leaving themselves open to a lawsuit from a disgruntled employee or an investigation from the United States Department of Labor (DOL).
In part one of this two-part article, we discussed overtime laws and practices that must be followed. Below, a Little Rock contractor attorney will cover the steps that can be taken to reduce the need for overtime work on the construction site. With a reduced need for overtime, there is a reduced chance of unintentionally violating overtime laws and receiving a knock on the door from the DOL.
Know What You’re Working With
You won’t be able to reduce overtime pay until you determine its cause and frequency. Your first step is to conduct an audit on your expenses to determine if there are any patterns with overtime pay. For example, maybe there is a larger need for overtime in the Fall or during a certain time of the week. Once a pattern is discovered, a plan can be developed to address overtime.
Jack of All Trades
If you’ve conducted an audit and have discovered that skilled workers are needed for longer hours because of their expertise, it’s time for the rest of your workforce to catch up. While this will require additional time and training upfront, you’ll soon be better equipped to finish tasks without relying on a small pool of skilled workers that have already worked 40 hours.
Don’t Forget about Temporary Workers and Independent Contractors
There is no end to the number of temporary workers and independent contractors that are capable of sharing the workload. With this expanded labor pool you won’t need to tax your own workforce with overtime work. But be careful; Temporary workers and independent contractors are subject to their own labor laws that will need to be followed.
Consult an Attorney
DOL compliance is not to be taken lightly. The DOL has been forcing companies to pay vast amounts in owed wages that can easily bankrupt a construction company. Don’t leave yourself vulnerable to a DOL hearing. When you consult a Little Rock contractor attorney from Cotney Construction Law, you will have a partner that will ensure that you are always compliant and up-to-date on federal wage laws.
Disclaimer: The information contained in this article is for general educational information only. This information does not constitute legal advice, is not intended to constitute legal advice, nor should it be relied upon as legal advice for your specific factual pattern or situation.