On March 6, the U.S. Department of Labor (“DOL”) announced the Payroll Audit Independent Determination (“PAID”) program. PAID is a six-month pilot program that allows employers to self-report potential Fair Labor Standard Act (“FLSA”) violations related to overtime and minimum wage requirements, without litigation, and have the DOL approve back pay amounts to employees. The DOL will not impose penalties or liquidated damages to finalize a settlement for employers who choose to participate in PAID and proactively work to resolve any potential compensation errors.
Oftentimes, employers may be the first to uncover violations of overtime or minimum wage requirements. Most organizations prefer to correct their violations and voluntarily pay their employees the wages they are owed. However, current laws prevent employers from simply paying the owed wages to settle the overtime or minimum wage violations. Fearing federal investigations or costly litigation, many employers choose not to address these violations at all, which can result in losses to both employees and employers.
As practitioners in this area, we always look to prevent litigation and potentially damaging investigations for our clients. We have put together a list of information employers should consider before participating in the PAID program:
Once the employer assembles the information required, the employer then must contact the DOL’s Wage and Hour Division (“WHD”) to request participation in PAID. If the WHD accepts the request, the employer needs to provide the WHD with the following information and documentation: (i) evidence and explanation of how the calculations for back pay were made; (ii) a concise explanation of the scope of the potential violations for possible inclusion in a release of liability; (iii) a certification that the employer reviewed all of the information, terms, and compliance assistance materials; (iv) a certification that the employer is not currently litigating the compensation practices at issue; and (v) a certification that the employer will adjust its practice to comply with the law.
Once the employer provides the requisite information and acknowledgments, the WHD then evaluates the information and determines the amount of back pay to assess, issues forms describing the settlement terms of the affected employees, and negotiates the terms of a release. The employer is then responsible for distributing the back wages to the employees by the end of the next full pay period and must provide proof of payment to WHD.