{"id":6003,"date":"2026-10-29T07:31:47","date_gmt":"2026-10-29T07:31:47","guid":{"rendered":"https:\/\/kewlegal.com\/resources\/employer-counsel-employee-problems-florida\/wage-hour-compliance-review-attorney-florida-employer\/"},"modified":"2026-11-04T01:13:27","modified_gmt":"2026-11-04T01:13:27","slug":"wage-hour-compliance-review-attorney-florida-employer","status":"publish","type":"page","link":"https:\/\/kewlegal.com\/resources\/employer-counsel-employee-problems-florida\/wage-hour-compliance-review-attorney-florida-employer\/","title":{"rendered":"Wage and Hour Compliance Review Attorney, Florida"},"content":{"rendered":"\n<div class=\"wp-block-cover alignfull is-dark chg-hero\" style=\"min-height:460px;aspect-ratio:unset;\"><span aria-hidden=\"true\" class=\"wp-block-cover__background has-background-dim-70 has-background-dim wp-block-cover__gradient-background has-background-gradient\" style=\"background:linear-gradient(90deg,rgba(32,36,46,1) 0%,rgba(32,36,46,1) 55%,rgba(32,36,46,0.7) 100%)\"><\/span><img class=\"wp-block-cover__image-background wp-image-6002\" alt=\"A desk with employee handbooks, wage and hour records, and legal correspondence in a Florida small business office.\" src=\"https:\/\/kewlegal.com\/resources\/wp-content\/uploads\/2026\/10\/a-desk-with-employee-handbooks-wage-and-hour-records-and-leg-photo-1.jpg\" width=\"1376\" height=\"768\" srcset=\"https:\/\/kewlegal.com\/resources\/wp-content\/uploads\/2026\/10\/a-desk-with-employee-handbooks-wage-and-hour-records-and-leg-photo-1-150x150.jpg 150w, https:\/\/kewlegal.com\/resources\/wp-content\/uploads\/2026\/10\/a-desk-with-employee-handbooks-wage-and-hour-records-and-leg-photo-1-300x167.jpg 300w, https:\/\/kewlegal.com\/resources\/wp-content\/uploads\/2026\/10\/a-desk-with-employee-handbooks-wage-and-hour-records-and-leg-photo-1-768x429.jpg 768w, https:\/\/kewlegal.com\/resources\/wp-content\/uploads\/2026\/10\/a-desk-with-employee-handbooks-wage-and-hour-records-and-leg-photo-1-1024x572.jpg 1024w, https:\/\/kewlegal.com\/resources\/wp-content\/uploads\/2026\/10\/a-desk-with-employee-handbooks-wage-and-hour-records-and-leg-photo-1.jpg 1376w\" sizes=\"(max-width: 825px) 825px, 100vw\" fetchpriority=\"high\" decoding=\"async\"\/><div class=\"wp-block-cover__inner-container has-global-padding is-layout-constrained wp-block-cover-is-layout-constrained\">\n<p class=\"chg-eyebrow has-base-color has-text-color wp-block-paragraph\" style=\"text-shadow:0 1px 3px rgba(0,0,0,0.6),0 0 18px rgba(0,0,0,0.35)\">Employment Law for Employers \u00b7 Coral Gables &amp; Sunny Isles Beach<\/p><h1 class=\"wp-block-heading has-base-color has-text-color\" style=\"text-shadow:0 1px 3px rgba(0,0,0,0.6),0 0 18px rgba(0,0,0,0.35)\">Find Wage and Hour Gaps Before They Become Claims<\/h1><p class=\"has-base-color has-text-color wp-block-paragraph\" style=\"font-size:clamp(0.875rem, 0.875rem + ((1vw - 0.2rem) * 0.625), 1.25rem);text-shadow:0 1px 3px rgba(0,0,0,0.6),0 0 18px rgba(0,0,0,0.35)\">KEW Legal helps Miami-Dade and South Florida employers review pay practices, timekeeping, and classifications, led by Kristina E. Wilson, with practical fixes your business can act on.<\/p><div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\"><div class=\"wp-block-button chg-cta chg-cta-call\"><a class=\"wp-block-button__link wp-element-button\" href=\"tel:+13059902300\">Schedule a Free First Consultation or call 305-990-2300<\/a><\/div><div class=\"wp-block-button chg-cta chg-cta-form\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/kewlegal.com\/contact-us\/\">Schedule a Free First Consultation or call 305-990-2300<\/a><\/div><\/div>\n<\/div><\/div>\n\n\n<p class=\"wp-block-paragraph\" style=\"font-size:0.85rem;color:#6b7280;margin-bottom:1.5rem\">By Kristina E. Wilson \u00b7 Published October 29, 2026<\/p>\n\n<article lang=\"en\">\n\n\n<p>A wage and hour compliance review is a legal check of how your business pays workers, tracks hours, and classifies staff. For Florida employers, it finds gaps before an employee or agency raises them. This page explains what a wage and hour compliance review attorney checks, how the process works, and how to get started. KEW Legal, a Florida business law firm, offers this review to employers in Miami-Dade and Broward.<\/p>\n<h2>What a Wage and Hour Compliance Review Is<\/h2>\n<p>A wage and hour compliance review is a proactive legal review of your pay practices. It checks how you pay, record, and classify workers before any dispute starts. <a href=\"https:\/\/www.leg.state.fl.us\/statutes\/index.cfm?Mode=Constitution&amp;Submenu=3&amp;Tab=statutes#A10S24\">Florida&#8217;s minimum wage amendment<\/a> uses federal Fair Labor Standards Act (FLSA) definitions for &#8220;employer,&#8221; &#8220;employee,&#8221; and &#8220;wage.&#8221; So the review looks at federal and Florida rules together.<\/p>\n<p>It is not the same as defense work. A review is requested by the business to find problems early.<\/p>\n<p>The review fits owners and managers with:<\/p>\n<ul>\n<li>hourly staff<\/li>\n<li>salaried staff who may not qualify as exempt<\/li>\n<li>tipped employees<\/li>\n<li>independent contractors who may work like employees<\/li>\n<\/ul>\n<p>Businesses often ask for one before a hiring wave, a payroll system change, a restructuring, or a sale.<\/p>\n\n<div class=\"cta-dose-mid wp-block-group has-contrast-color has-surface-background-color has-text-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-32197852 wp-block-group-is-layout-constrained\" style=\"background-color:var(--wp--preset--color--surface,#f2f3f5);color:var(--wp--preset--color--contrast,#22252b);border-radius:8px;padding-top:1.5rem;padding-bottom:1.5rem;padding-left:1.5rem;padding-right:1.5rem;border-left:6px solid var(--wp--preset--color--cta,currentColor);box-shadow:0 2px 10px rgba(0,0,0,0.18)\">\n<p class=\"wp-block-paragraph\">If you suspect overtime, classification, or timekeeping gaps in your workforce, our team can walk through them with you in a free, confidential first consultation. Talk it through with our team &#8212; the first consultation is free, confidential, and carries no obligation.<\/p><div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\"><div class=\"wp-block-button chg-cta-call\"><a class=\"wp-block-button__link wp-element-button\" href=\"tel:+13059902300\">Get a free consultation<\/a><\/div><div class=\"wp-block-button chg-cta-form\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/kewlegal.com\/contact-us\/\">Get a free consultation<\/a><\/div><\/div>\n<\/div>\n\n<figure class=\"wp-block-image size-large has-custom-border\"><img decoding=\"async\" src=\"https:\/\/kewlegal.com\/resources\/wp-content\/uploads\/2026\/10\/wooden-letter-tiles-spelling-lawyer-sit-on-a-desk-in-a-blurr-photo.jpg\" alt=\"Wooden letter tiles spelling &quot;LAWYER&quot; on a desk in a blurred office setting.\" style=\"border-radius:8px;width:100%;aspect-ratio:16\/9;object-fit:cover\"\/><\/figure>\n<h2>Common Wage and Hour Problems a Review Looks For<\/h2>\n<p>A review looks for gaps in overtime, worker classification, pay rates, and timekeeping.<\/p>\n<ul>\n<li><strong>Off-the-clock work.<\/strong> Time before a shift, after clocking out, or spent on work calls may go unrecorded.<\/li>\n<li><strong>Overtime math.<\/strong> Bonuses or shift differentials are sometimes left out of overtime pay.<\/li>\n<li><strong>Contractor misclassification.<\/strong> Workers are labeled as contractors but work under your direction and schedule.<\/li>\n<li><strong>Pay rates and tips.<\/strong> Florida&#8217;s minimum wage <a href=\"https:\/\/www.leg.state.fl.us\/statutes\/index.cfm?Mode=Constitution&amp;Submenu=3&amp;Tab=statutes#A10S24\">reaches $15.00 per hour on September 30, 2026<\/a>. Tips can count toward it only for tipped workers who meet FLSA tip-credit rules.<\/li>\n<li><strong>The 10-hour day.<\/strong> For manual labor, <a href=\"https:\/\/www.leg.state.fl.us\/statutes\/index.cfm?App_mode=Display_Statute&amp;URL=0400-0499\/0448\/Sections\/0448.01.html\">Fla. Stat. \u00a7 448.01<\/a> treats ten hours as a legal day&#8217;s work unless a signed written contract sets a different number of hours. <a href=\"https:\/\/www.leg.state.fl.us\/statutes\/index.cfm?App_mode=Display_Statute&amp;URL=0400-0499\/0448\/Sections\/0448.01.html\">Fla. Stat. \u00a7 448.01<\/a> reads: &#8220;(1) Ten hours of labor shall be a legal day\u2019s work, and when any person employed to perform manual labor of any kind by the day, week, month or year renders 10 hours of labor, he or she shall be considered to have performed a legal day\u2019s work, unless a written contract has been signed by the person so employed and the employer, requiring a less or greater number of hours of labor to be performed daily. (2) Unless such written contract has been made, the person employed shall be entitled to extra pay for all work performed by the requirement of his or her employer in excess of 10 hours\u2019 labor daily.&#8221;<\/li>\n<\/ul>\n<h2>What the Review Covers<\/h2>\n<p>The review covers pay, classifications, timekeeping, written policies, and required postings. It ends with a written gap report.<\/p>\n<ul>\n<li><strong>Pay practices.<\/strong> Rates, pay frequency, overtime calculations, bonuses, and commissions.<\/li>\n<li><strong>Classification audit.<\/strong> Each position is checked against exemption criteria. Each contractor relationship is checked against the employee-or-contractor analysis.<\/li>\n<li><strong>Timekeeping systems.<\/strong> How hours are recorded, edited, approved, and rounded, and whether all work time is captured.<\/li>\n<li><strong>Written policies.<\/strong> Pay, hours, breaks, and timekeeping language. Florida&#8217;s Fifth District has said handbook policy statements are not enforceable contracts unless the manual explicitly says it is a separate employment contract, as in <a href=\"https:\/\/flcourts-media.flcourts.gov\/content\/download\/470811\/opinion\/Opinion_00-3393.pdf\">Quaker Oats Co. v. Jewell<\/a>. Policy wording should match actual practice.<\/li>\n<li><strong>Required postings.<\/strong> Under <a href=\"https:\/\/www.leg.state.fl.us\/statutes\/index.cfm?App_mode=Display_Statute&amp;URL=0400-0499\/0448\/Sections\/0448.109.html\">Fla. Stat. \u00a7 448.109<\/a>, each employer who must pay the Florida minimum wage must prominently display the state notice where those employees work. The Department of Commerce makes it available in English and Spanish.<\/li>\n<li><strong>Gap report.<\/strong> A written summary of each issue, its legal basis, and corrections ranked by risk.<\/li>\n<\/ul>\n<h2>How the Review Works, Step by Step<\/h2>\n<p>The review runs in five steps, from first consultation to policies your staff can follow. Each step builds on the one before it.<\/p>\n<ol>\n<li><strong>First consultation.<\/strong> You describe your workforce, how you pay, and how you track time.<\/li>\n<li><strong>Document request.<\/strong> You provide payroll registers, time data, job descriptions, contractor agreements, handbook sections, and any agency or demand letters already received.<\/li>\n<li><strong>Analysis.<\/strong> Counsel checks the documents against federal and Florida rules, including sample pay calculations.<\/li>\n<li><strong>Findings.<\/strong> You receive a gap report with each issue, its potential exposure, and corrective options.<\/li>\n<li><strong>Implementation.<\/strong> The firm helps revise policies, update job classifications, and plan how to explain changes to staff.<\/li>\n<\/ol>\n<p>Timing depends on the facts, such as how many employees and documents are involved. The firm gives an estimate for timing after the first consultation.<\/p>\n<h2>Why Work With KEW Legal on This Review<\/h2>\n<p>KEW Legal works with Florida employers on wage and hour compliance review, alongside its outside general counsel work for business owners and investors.<\/p>\n<ul>\n<li><strong>Offices.<\/strong> The firm has offices in Coral Gables and Sunny Isles Beach and serves businesses across Miami-Dade and Broward.<\/li>\n<li><strong>Business-first findings.<\/strong> Results are framed around operational fixes and business risk, not only legal conclusions.<\/li>\n<li><strong>Retaliation awareness.<\/strong> Florida&#8217;s amendment provides that an employer may not retaliate against an employee for raising a pay complaint, so corrections should be planned with care.<\/li>\n<li><strong>Notice window.<\/strong> Under <a href=\"https:\/\/www.leg.state.fl.us\/statutes\/index.cfm?App_mode=Display_Statute&amp;URL=0400-0499\/0448\/Sections\/0448.110.html\">Fla. Stat. \u00a7 448.110<\/a>, a worker must give the employer written notice before suing for unpaid minimum wages. The employer then has 15 calendar days after receiving the notice to pay the total unpaid wages or otherwise resolve the claim to the worker&#8217;s satisfaction. Finding gaps before a notice arrives lets you act within that window.<\/li>\n<li><strong>Responsible lawyer.<\/strong> This page is the responsibility of Kristina E. Wilson, one of the firm&#8217;s lawyers. The firm&#8217;s lawyers include Kristina E. Wilson and Natalie Martinez.<\/li>\n<\/ul>\n<h2>Costs, Fees, and What to Expect<\/h2>\n<p>The first consultation is free, confidential, and carries no obligation to continue.<\/p>\n<p>Costs for a full review depend on the facts, including the size of the workforce and the records involved. Before the consultation, gather what you already have. That includes recent payroll reports, timekeeping exports, pay policies, job descriptions, and contractor agreements. Bring any letter you have received from an employee or agency.<\/p>\n<p>If a wage claim is ever filed, <a href=\"https:\/\/www.leg.state.fl.us\/statutes\/index.cfm?App_mode=Display_Statute&amp;URL=0400-0499\/0448\/Sections\/0448.08.html\">Fla. Stat. \u00a7 448.08<\/a> allows the court to award costs and a reasonable attorney&#8217;s fee to the prevailing party. That is one reason pay practices matter financially.<\/p>\n\n<div class=\"cta-dose-mid wp-block-group has-contrast-color has-surface-background-color has-text-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-32197852 wp-block-group-is-layout-constrained\" style=\"background-color:var(--wp--preset--color--surface,#f2f3f5);color:var(--wp--preset--color--contrast,#22252b);border-radius:8px;padding-top:1.5rem;padding-bottom:1.5rem;padding-left:1.5rem;padding-right:1.5rem;border-left:6px solid var(--wp--preset--color--cta,currentColor);box-shadow:0 2px 10px rgba(0,0,0,0.18)\">\n<h3 class=\"wp-block-heading has-contrast-color has-text-color\">Not sure what your next step is?<\/h3><p class=\"wp-block-paragraph\">Talk it through with our team &#8212; the first consultation is free, confidential, and carries no obligation.<\/p><div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\"><div class=\"wp-block-button chg-cta-call\"><a class=\"wp-block-button__link wp-element-button\" href=\"tel:+13059902300\">Get a free consultation<\/a><\/div><div class=\"wp-block-button chg-cta-form\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/kewlegal.com\/contact-us\/\">Get a free consultation<\/a><\/div><\/div>\n<\/div>\n<h2>Frequently Asked Questions<\/h2>\n<p>Here are short answers to common questions about a wage and hour compliance review.<\/p><details class=\"wp-block-details chg-faq is-layout-flow wp-block-details-is-layout-flow\"><summary>Does a wage and hour compliance review mean my business is under investigation?<\/summary><p>No. A business requests a review on its own. It does not come from an agency action.<\/p><\/details><details class=\"wp-block-details chg-faq is-layout-flow wp-block-details-is-layout-flow\"><summary>Do I need a known problem to ask for a review?<\/summary><p>No. Businesses ask for reviews before hiring waves, payroll system changes, restructurings, or sales.<\/p><\/details><details class=\"wp-block-details chg-faq is-layout-flow wp-block-details-is-layout-flow\"><summary>Can the review cover independent contractors?<\/summary><p>Yes. Contractor relationships are checked against how the work is actually done.<\/p><\/details><details class=\"wp-block-details chg-faq is-layout-flow wp-block-details-is-layout-flow\"><summary>What if the review finds problems?<\/summary><p>You receive a written gap report with ranked fixes. The firm then helps plan the corrections.<\/p><\/details><details class=\"wp-block-details chg-faq is-layout-flow wp-block-details-is-layout-flow\"><summary>Does the firm handle claims already filed?<\/summary><p>A claim already filed is handled as a separate matter. Some matters may be referred to another lawyer or firm, and the firm will tell you if that applies.<\/p><\/details>\n<figure class=\"wp-block-image size-large has-custom-border\"><img decoding=\"async\" src=\"https:\/\/kewlegal.com\/resources\/wp-content\/uploads\/2026\/10\/a-businesswoman-in-formal-attire-reviews-documents-and-a-tab-photo.jpg\" alt=\"A businesswoman in formal attire reviews documents and a tablet at a desk with a cup of coffee.\" style=\"border-radius:8px;width:100%;aspect-ratio:16\/9;object-fit:cover\"\/><\/figure>\n<h2>Talk Through Your Pay Practices With Counsel<\/h2>\n<p>If you suspect overtime, classification, or timekeeping gaps, a conversation with counsel is the next step. You may be setting up payroll for a new crew, changing timekeeping software, or preparing to sell and want pay practices checked first. Call 305-990-2300 or <a href=\"https:\/\/kewlegal.com\/contact-us\/\">send us a message<\/a>. We&#8217;ll set up your first consultation, where you describe your workforce and leave with a clear next step.<\/p>\n\n<\/article>\n<footer class=\"disclaimer\"><em>The engagement of a lawyer is an important decision that should not be based solely upon advertisements. The information on this website is general information about KEW Legal and the services we offer; it does not constitute legal advice and is intended for informational purposes only. Accessing this website or contacting our firm does not establish an attorney-client relationship. KEW Legal, 16690 Collins Ave Ste 1101, Sunny Isles Beach, FL 33160.<\/em><\/footer>\n\n\n<div class=\"wp-block-group alignwide has-global-padding is-layout-constrained wp-container-core-group-is-layout-583d630a wp-block-group-is-layout-constrained\" style=\"padding-top:3rem;padding-bottom:3rem;padding-left:1.5rem;padding-right:1.5rem\">\n<h2 class=\"wp-block-heading has-text-align-center\">How a Wage and Hour Compliance Review Helps Your Business<\/h2>\n<div class=\"wp-block-columns alignwide is-layout-flex wp-container-core-columns-is-layout-f56f613f wp-block-columns-is-layout-flex\"><div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><p class=\"wp-block-paragraph\"><span class=\"chg-icon chg-icon--shield\"><\/span><\/p><h3 class=\"wp-block-heading\">Proactive, Not Reactive<\/h3><p class=\"wp-block-paragraph\">A review is requested by your business on its own initiative, so you can look at your pay practices calmly before a problem reaches your desk.<\/p><\/div><div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><p class=\"wp-block-paragraph\"><span class=\"chg-icon chg-icon--document\"><\/span><\/p><h3 class=\"wp-block-heading\">Written Findings<\/h3><p class=\"wp-block-paragraph\">We review payroll records, timekeeping methods, offer letters, and employee classifications, then document what we find and what we recommend.<\/p><\/div><div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><p class=\"wp-block-paragraph\"><span class=\"chg-icon chg-icon--clock\"><\/span><\/p><h3 class=\"wp-block-heading\">Timing Your Changes<\/h3><p class=\"wp-block-paragraph\">Businesses often ask for a review before hiring waves, payroll system changes, restructurings, or a sale, when small gaps are easiest to correct.<\/p><\/div><div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><p class=\"wp-block-paragraph\"><span class=\"chg-icon chg-icon--users\"><\/span><\/p><h3 class=\"wp-block-heading\">Built for Employers<\/h3><p class=\"wp-block-paragraph\">Our employment law work focuses on the side of the table where your business sits, helping you protect your operations and your workforce.<\/p><\/div><\/div>\n\n<\/div>\n\n\n\n<div class=\"wp-block-group has-contrast-color has-surface-background-color has-text-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-32197852 wp-block-group-is-layout-constrained\" style=\"background-color:var(--wp--preset--color--surface,#f2f3f5);color:var(--wp--preset--color--contrast,#22252b);border-radius:8px;padding-top:1.5rem;padding-bottom:1.5rem;padding-left:1.5rem;padding-right:1.5rem;border-left:6px solid var(--wp--preset--color--cta,currentColor);box-shadow:0 2px 10px rgba(0,0,0,0.18)\">\n<h3 class=\"wp-block-heading has-contrast-color has-text-color\">Good Practice Starts Before Anyone Complains<\/h3><p class=\"wp-block-paragraph\">Pay practices that look routine can still raise questions under federal and Florida rules. Reviewing classifications, overtime, and recordkeeping now is usually more manageable than responding after an employee raises a concern.<\/p><div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\"><div class=\"wp-block-button chg-cta-call\"><a class=\"wp-block-button__link wp-element-button\" href=\"tel:+13059902300\">Call 305-990-2300 to talk through your practices<\/a><\/div><div class=\"wp-block-button chg-cta-form\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/kewlegal.com\/contact-us\/\">Call 305-990-2300 to talk through your practices<\/a><\/div><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-surface-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-583d630a wp-block-group-is-layout-constrained\" style=\"padding-top:3rem;padding-bottom:3rem;padding-left:1.5rem;padding-right:1.5rem\">\n<h2 class=\"wp-block-heading has-text-align-center\">Common Questions About Our Review<\/h2>\n<div class=\"wp-block-columns alignwide is-layout-flex wp-container-core-columns-is-layout-f56f613f wp-block-columns-is-layout-flex\"><div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><div class=\"wp-block-group has-base-background-color has-background is-layout-flow wp-block-group-is-layout-flow\" style=\"border-radius:8px;box-shadow:0 4px 14px rgba(0,0,0,0.08);padding-top:1.5rem;padding-bottom:1.5rem;padding-left:1.5rem;padding-right:1.5rem\"><h3 class=\"wp-block-heading\">Does a review mean my business is under investigation?<\/h3><p class=\"wp-block-paragraph\">No. A business requests a review on its own. It does not come from an agency action.<\/p><\/div><\/div><div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><div class=\"wp-block-group has-base-background-color has-background is-layout-flow wp-block-group-is-layout-flow\" style=\"border-radius:8px;box-shadow:0 4px 14px rgba(0,0,0,0.08);padding-top:1.5rem;padding-bottom:1.5rem;padding-left:1.5rem;padding-right:1.5rem\"><h3 class=\"wp-block-heading\">Do I need a known problem to ask for a review?<\/h3><p class=\"wp-block-paragraph\">No. Businesses ask for reviews before hiring waves, payroll system changes, restructurings, or sales.<\/p><\/div><\/div><div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><div class=\"wp-block-group has-base-background-color has-background is-layout-flow wp-block-group-is-layout-flow\" style=\"border-radius:8px;box-shadow:0 4px 14px rgba(0,0,0,0.08);padding-top:1.5rem;padding-bottom:1.5rem;padding-left:1.5rem;padding-right:1.5rem\"><h3 class=\"wp-block-heading\">What do you examine?<\/h3><p class=\"wp-block-paragraph\">We look at pay structures, overtime practices, timekeeping, independent contractor and exempt classifications, and the policies that tie them together.<\/p><\/div><\/div><div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><div class=\"wp-block-group has-base-background-color has-background is-layout-flow wp-block-group-is-layout-flow\" style=\"border-radius:8px;box-shadow:0 4px 14px rgba(0,0,0,0.08);padding-top:1.5rem;padding-bottom:1.5rem;padding-left:1.5rem;padding-right:1.5rem\"><h3 class=\"wp-block-heading\">How do we start?<\/h3><p class=\"wp-block-paragraph\">Begin with a free first consultation, which is confidential and carries no obligation to continue. We will explain what a review would cover for your business.<\/p><\/div><\/div><\/div>\n\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-base-color has-primary-background-color has-text-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-4d466591 wp-block-group-is-layout-constrained\" style=\"background-color:var(--wp--preset--color--primary,#20242e);color:var(--wp--preset--color--base,#ffffff);padding-top:3rem;padding-bottom:3rem;padding-left:1.5rem;padding-right:1.5rem\">\n<h2 class=\"wp-block-heading has-text-align-center has-base-color has-text-color\">Ready for a Confidential Look at Your Pay Practices?<\/h2>\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-0aa01211 wp-block-buttons-is-layout-flex\"><div class=\"wp-block-button chg-cta chg-cta-call\"><a class=\"wp-block-button__link wp-element-button\" href=\"tel:+13059902300\">Schedule your free first consultation or call 305-990-2300<\/a><\/div><div class=\"wp-block-button chg-cta chg-cta-form\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/kewlegal.com\/contact-us\/\">Schedule your free first consultation or call 305-990-2300<\/a><\/div><\/div>\n<\/div>\n\n<h2 class=\"wp-block-heading\">Related practice areas<\/h2><ul class=\"wp-block-list\"><li><a href=\"\/resources\/employer-counsel-employee-problems-florida\/\">Employee Problems in a Florida Business: Employer Counsel for Miami-Dade Owners<\/a><\/li><li><a href=\"\/resources\/employer-counsel-employee-problems-florida\/ada-reasonable-accommodation-attorney-florida-employer\/\">ADA Reasonable Accommodation Attorney for Florida Employers<\/a><\/li><li><a href=\"\/resources\/employer-counsel-employee-problems-florida\/retaliation-claim-defense-attorney-florida-employer\/\">Retaliation Claim Defense Attorney for Florida Employers<\/a><\/li><\/ul>\n<!-- chg:section-siblings -->\n<nav aria-label=\"More in this section\">\n<h2>More in this section<\/h2>\n<ul><li><a href=\"\/resources\/employer-counsel-employee-problems-florida\/ada-reasonable-accommodation-attorney-florida-employer\/\">ADA Reasonable Accommodation Attorney for Florida Employers<\/a><\/li><li><a href=\"\/resources\/employer-counsel-employee-problems-florida\/independent-contractor-misclassification-attorney-florida-employer\/\">Independent Contractor Misclassification Attorney for Florida Employers<\/a><\/li><li><a href=\"\/resources\/employer-counsel-employee-problems-florida\/retaliation-claim-defense-attorney-florida-employer\/\">Retaliation Claim Defense Attorney for Florida Employers<\/a><\/li><\/ul>\n<\/nav>\n<!-- \/chg:section-siblings -->","protected":false},"excerpt":{"rendered":"<p>Find overtime, classification and pay gaps early. Counsel-led wage and hour compliance review for Florida employers in Miami-Dade and Broward.<\/p>\n","protected":false},"author":2,"featured_media":0,"parent":5837,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"chg_review":"","chg_sendback":"","chg_canonical":"","chg_lang":"","chg_hreflang":"[{\"hreflang\": \"en\", \"href\": \"https:\/\/kewlegal.com\/resources\/employer-counsel-employee-problems-florida\/wage-hour-compliance-review-attorney-florida-employer\/\"}, {\"hreflang\": \"es\", \"href\": \"https:\/\/kewlegal.com\/resources\/es\/asesoria-empleadores-problemas-laborales-florida\/abogado-cumplimiento-salarios-horas-florida\/\"}, {\"hreflang\": \"x-default\", \"href\": \"https:\/\/kewlegal.com\/resources\/employer-counsel-employee-problems-florida\/wage-hour-compliance-review-attorney-florida-employer\/\"}]","chg_jsonld":"[{\"@context\": \"https:\/\/schema.org\", \"speakable\": {\"@type\": \"SpeakableSpecification\", \"cssSelector\": [\"article > p:first-of-type\", \".wp-block-details p\", \"article > h1\"]}, \"about\": [{\"@type\": \"Thing\", \"name\": \"Contract\", \"sameAs\": \"https:\/\/en.wikipedia.org\/wiki\/Contract\"}, {\"@type\": \"Thing\", \"name\": \"Damages\", \"sameAs\": \"https:\/\/en.wikipedia.org\/wiki\/Damages\"}], \"mentions\": [{\"@type\": \"Thing\", \"name\": \"Fair Labor Standards Act of 1938\", \"sameAs\": \"https:\/\/en.wikipedia.org\/wiki\/Fair_Labor_Standards_Act_of_1938\"}, {\"@type\": \"Thing\", \"name\": \"Overtime\", \"sameAs\": \"https:\/\/en.wikipedia.org\/wiki\/Overtime\"}, {\"@type\": \"Thing\", \"name\": \"Minimum wage\", \"sameAs\": \"https:\/\/en.wikipedia.org\/wiki\/Minimum_wage\"}, {\"@type\": \"Thing\", \"name\": \"Wage theft\", \"sameAs\": \"https:\/\/en.wikipedia.org\/wiki\/Wage_theft\"}, {\"@type\": \"Thing\", \"name\": \"At-will employment\", \"sameAs\": \"https:\/\/en.wikipedia.org\/wiki\/At-will_employment\"}, {\"@type\": \"Thing\", \"name\": \"Independent contractor\", \"sameAs\": \"https:\/\/en.wikipedia.org\/wiki\/Independent_contracting_in_the_United_States\"}, {\"@type\": \"Thing\", \"name\": \"Equal Employment Opportunity Commission\", \"sameAs\": \"https:\/\/en.wikipedia.org\/wiki\/United_States_Equal_Employment_Opportunity_Commission\"}], \"author\": {\"@type\": \"Person\", \"name\": \"Kristina E. 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