One of the top areas of exposure for EMS employers is wage and hour law. EMS employers are about three times more likely to be sued in federal court for violations of the Fair Labor Standards Act (FLSA) than they are for discrimination or harassment. At the same time, wage and hour enforcement agencies such as the U.S. Department of Labor (DOL) are also cracking down on ambulance service pay practices – and that trend is expected to continue under the Trump administration. Recent class action lawsuits by dispatchers and EMTs against two large ambulance services alleging that meal and rest periods violated the law is just one of many examples of high profile wage and hour cases we have seen. Your agency’s strongest defense is an internal audit of your wage payment practices to ensure that employees are classified properly and that you have the right policies and procedures in place to avoid claims of improper payment of overtime, or failure to pay for “hours worked.” This session will identify the top 5 areas of weakness in EMS pay practices and we’ll guide you through the process for auditing these hot spots to ensure legal compliance and avoid costly litigation.