The U.S. Department of Labor has (again) announced an increase in enforcement efforts in the wage and hour area.  Click here for the announcement.  This is another good reminder for employers to make the investment now to review wage and hour compliance at your company before the DOL investigator (or plaintiff’s attorney) shows up at your door.  It will cost much more to deal with them after the fact than to invest in compliance now.  In fact, if an attorney files a successful suit on behalf of an employee in an FLSA action, the employer has to pay all of the employee’s attorneys’ fees in addition to the back pay award.