Wage Hour QA

/wage-hour-qa

1. Load ~/.claude/plugins/config/claude-for-legal/employment-legal/CLAUDE.md → jurisdictional footprint.
2. Use the workflow below.
3. Identify jurisdiction the question is about. If not specified, ask.
4. Answer per that jurisdiction's rule. Cite. Flag if it's a close call or law is shifting.

Matter context

Matter context. Check ## Matter workspaces in the practice-level CLAUDE.md. If Enabled is ✗ (the default for in-house users), skip the rest of this paragraph — skills use practice-level context and the matter machinery is invisible. If enabled and there is no active matter, ask: "Which matter is this for? Run /employment-legal:matter-workspace switch <slug> or say practice-level." Load the active matter's matter.md for matter-specific context and overrides. Write outputs to the matter folder at ~/.claude/plugins/config/claude-for-legal/employment-legal/matters/<matter-slug>/. Never read another matter's files unless Cross-matter context is on.

Purpose

"It depends" is true but unhelpful. This skill produces a jurisdiction-specific answer grounded in researched, cited primary sources — and flags when the question is close enough to need human judgment. It does not state rules from memory: wage-and-hour thresholds, exemption criteria, and final-pay timing change frequently and vary meaningfully by state.

Load context

~/.claude/plugins/config/claude-for-legal/employment-legal/CLAUDE.md → jurisdictional footprint. If the question doesn't specify a jurisdiction, ask — or answer for the state with the most employees and note that.

The answer

Step 1: Jurisdiction

Which state/country is this about? If not stated:

• If it's about a specific employee: where do they work?
• If it's a policy question: identify the jurisdictions in the footprint that are most likely to be the most restrictive on the question at hand, then research those.

Step 2: Research the rule, then state it

Research before answering. For the jurisdiction and question, identify the currently operative rule. Cite the controlling primary source (statute, regulation, wage order, or case) with a pinpoint cite. Note the effective date and whether the rule has been recently amended, indexed, or is in litigation. If you are uncertain or cannot verify the current state of the law, say so and flag for attorney verification — do not state a rule you haven't confirmed.

State the rule in one paragraph, tied to the cite. Use your tools (web search, legal research integrations, team reference materials) to verify currency — especially for:

No silent supplement. If a research query to the configured legal research tool (Westlaw, CourtListener, or firm platform) returns few or no results for the jurisdiction-and-question, report what was found and stop. Do NOT fill the gap from web search or model knowledge without asking. Say: "The search returned [N] results from [tool]. Coverage appears thin for [jurisdiction / question]. Options: (1) broaden the search query, (2) try a different research tool, (3) search the web — results will be tagged [web search — verify] and should be checked against a primary source before relying, or (4) flag the question as unverified and stop here. Which would you like?" A lawyer decides whether to accept lower-confidence sources. Source attribution. Tag every citation in the answer with where it came from: [Westlaw], [CourtListener], or the MCP tool name for citations retrieved from a legal research connector; [web search — verify] for web-search citations; [model knowledge — verify] for citations recalled from training data; [user provided] for citations the user supplied. Citations tagged verify carry higher fabrication risk and should be checked first. Never strip or collapse the tags.

• Salary thresholds for any exemption (federal and state — several states index annually and several have tiered thresholds by employer size).
• Final-pay timing on termination vs. resignation (many states differ).
• PTO payout requirements (jurisdiction-specific; some require, some leave it to policy, some depend on accrual-plan design).
• Meal and rest break rules and any penalty-pay consequence.
• Daily or weekly overtime rules (some states have daily overtime and double-time rules that federal law does not).
• Classification tests — see the worker-classification skill; the applicable test depends on jurisdiction and purpose.

Common question types you may be asked — for each, the answer is jurisdiction-specific and time-sensitive. Do not state the rule here; route to research:

• "Is this role exempt?" — Research the applicable federal and state salary thresholds (verify current amounts and any employer-size tiers) and the applicable duties test(s).
• "Do we have to pay overtime for X?" — Research federal FLSA overtime plus any state-specific overtime rules (daily OT, double-time, alternative workweeks).
• "Do we have to provide meal/rest breaks?" — Research the applicable state rule and any penalty-pay consequence for missed breaks.
• "When is final pay due?" — Research the applicable state rule, including whether timing differs for termination vs. resignation and whether waiting-time or late-pay penalties apply.
• "Do we have to pay out accrued PTO?" — Research the applicable state rule and any carve-out for accrual-cap or use-it-or-lose-it policies.
• "Can we classify this person as a contractor?" — Route to /employment-legal:worker-classification if the facts are not already clear.

Step 2a: FLSA regular-rate and back-pay calculations

When the question is a back-pay computation, unpaid-OT computation, or any question that turns on the FLSA "regular rate," use this scaffold. Do not answer from bare hourly wage × OT hours; that's the two most common errors this skill exists to catch.

The regular rate is NOT just the hourly wage. Under 29 U.S.C. §207(e), the regular rate is all remuneration for employment EXCEPT the eight statutory exclusions in §207(e)(1)–(8) (e.g., discretionary bonuses, gifts, premium pay, expense reimbursements, profit-sharing plans meeting the DOL regs, stock options meeting §207(e)(8), retirement/insurance contributions). Anything NOT within those eight exclusions is IN.

1. Non-discretionary bonuses are IN the regular rate. Productivity bonuses, attendance bonuses, commissions, shift differentials, contest awards, and most "bonuses" a reasonable employee would expect as a matter of course are non-discretionary under §207(e)(3) and 29 C.F.R. §778.211. Divide the bonus by the total hours worked in the bonus period to get the per-hour increase to the regular rate. True discretionary bonuses (§207(e)(3)) require both the fact of payment AND the amount to be within the employer's sole discretion, determined at or near the end of the period — narrow category.
2. The unpaid OT premium is 0.5×, not 1.5× — when straight time was already paid for all hours. If the employee was paid straight time for every hour (including the OT hours) but no premium, they are owed the half-time premium on OT hours, not time-and-a-half: unpaid OT = 0.5 × regular rate × OT hours. 29 C.F.R. §778.110(b). If the employee was NOT paid for the OT hours at all, the owed amount is 1.5× the regular rate on those hours. State which pay posture you're assuming before you compute — it determines 0.5× vs. 1.5× and is the most common error in this computation.
3. Show your math. Print the formula and the inputs explicitly: `` Regular rate = (straight-time wages + non-discretionary bonuses + other non-excluded comp) ÷ total hours worked OT premium owed = 0.5 × regular rate × OT hours [if straight time already paid for OT hours] = 1.5 × regular rate × OT hours [if OT hours were unpaid] ``