HR, payroll, and finance leaders at post-acute and long-term care providers need to prevent wage-and-hour noncompliance when employees work multiple roles or rates in a pay period. The problem is ensuring the correct regular-rate method (weighted average vs. rate-in-effect/highest-rate), automation logic, and defensible documentation to withstand FLSA audits and avoid penalties.
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This information is for educational purposes only, and not to provide specific legal advice. This may not reflect the most recent developments in the law and may not be applicable to a particular situation or jurisdiction.