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Issue link: https://digital.miamilivingmagazine.com/i/1543371
faced court sanctions for improper reliance on AI-generated work. For employers, the takeaway is simple: AI can support decision-making, but leadership still owns the outcome. Thoughtful implementation, documented review processes, and ongoing monitoring are essential. Miami Living: How can companies reduce exposure to wage and hour claims and collective actions? Regina M. Campbell: Wage and hour matters remain among the most common sources of employment disputes, and when they develop into collective actions, exposure can grow quickly. In our experience, prevention starts with time tracking. Employers should implement reliable clock-in and clock-out procedures and require employees to record all hours worked accurately. Policies should also spell out expectations for breaks, overtime approval, remote work, and after-hours communications. Recordkeeping is equally important. Employers should maintain detailed, up-to-date records of hours worked, wages paid, classifications, and break practices. Strong documentation can discourage claims and provide meaningful defenses if a dispute arises. We have seen situations where the lack of records created unnecessary vulnerability even when the employer believed it was paying employees properly. We also recommend reviewing pay practices to confirm employees are paid for all compensable time at the correct regular and overtime rates. That includes time that can slip through the cracks, such as training, certain travel time, remote work, and after-hours emails or messages that effectively require employees to work off the clock. Finally, employers should create internal channels for employees to raise concerns about pay or scheduling without fear of retaliation. When businesses respond early—by correcting errors, paying back wages when appropriate, or updating policies—issues are far less likely to turn into group claims. Miami Living: What are the most common mistakes employers make when classifying workers as independent contractors? Regina M. Campbell: Misclassification remains a major risk area, especially as remote and flexible work becomes more common. One of the most frequent mistakes we see is assuming that working from home, part-time schedules, or flexible hours automatically signal independent contractor status. In reality, classification turns on factors such as who directs the work, who bears risk, and how integrated the role is within the business. Another issue is documentation. Employers sometimes fail to properly document contractor work and hours, which can become