Your working foreman regularly puts in a fifty-hour workweek without lunch breaks. But you pay him top dollar, and he's salaried. So you think there is no need to pay overtime. One day, the U.S. Department of Labor (DOL) shows up at your door to investigate a wage-and-hour lawsuit on his behalf. It appears that your working foreman is demanding back pay for those hours he worked beyond the required forty hours. Now you're at risk of a costly lawsuit for not being in compliance with the Fair Labor Standards Act (FLSA). And if this has occurred with a number of employees, you risk a collective action lawsuit.