Welcome to FP Forecast, a monthly outlook featuring Fisher Phillips thought leaders providing their insights into what employers can expect in 2022 and beyond. By following along each month, you’ll be in the best position to anticipate the expected changes and prepare your organization for what lies ahead. This month we look at the future of wage and hour law, corporate compliance and governance, and federal contractors – and take a special look at what manufacturing employers should prepare for.

Wage and Hour Law

Hagood Tighe, Kathleen Caminiti – Co-Chairs of FP’s Wage and Hour Practice Group

• Feds Will Turn Up the Heat – The Department of Labor announced in early February that it will be hiring at least 100 new wage and hour investigators, while we also understand it’s staffing up with agency lawyers for enforcement purposes – and there’s no doubt the agency will be looking for a return on that investment. The domino effect of these measures means we will see more investigations in 2022, increased liquidated damages and civil money penalties, more challenges filed by employers to DOL findings, and increased litigation. How can you avoid this mess? Begin auditing your pay practices now to ensure compliance before any outside investigation takes place.
• Business Arrangements Will Need be Reshuffled – A collection of federal agencies and state regulators have indicated that they will place independent contractor arrangements in their crosshairs in 2022, while also aiming...

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