Stop FLSA Lawsuits Before They Start

That’s why Kubera HR Solutions developed a custom implementation process (Patent Pending) that is not only airtight but also evidence heavy — giving you the documentation you need to prove your agreements are valid and enforceable.

Why Our Process Works

• Prevents Contract Defenses
  Blocks the most common arguments used to invalidate agreements, such as lack of notice, lack of consent, or unfair surprise.
• Evidence-Driven
  Every step of the process creates a trail of admissible evidence — proof that your workers received, understood, and accepted the terms. This evidence is what courts look for when deciding whether to enforce a contract.
• Creates Enforceability
  Agreements rolled out through our process have stood up against legal challenges, making them far more enforceable than standard HR documents.
• Reduces Risk Without Disruption
  Implementation is quick, seamless, and requires little to no disruption in your day-to-day operations.
• Backed by Legal Strategy
  Built on the latest case law and Federal Circuit standards, our process gives you a proven advantage if challenged.

Most restaurant owners don’t realize how vulnerable their pay practices are — and plaintiff attorneys know it too. Generic policies and handbook templates do little to prevent wage & hour lawsuits. That’s why we created our proprietary disputre resolution agreements designed specifically to protect restaurant owners from FLSA attacks.

These aren’t cookie-cutter forms. They’re carefully engineered legal tools with built-in, self-actuating protections that minimize risk before a lawsuit ever starts.

What Makes Our Agreements Different

There are many types of arbitration agreements and/or alternate dispute resolution programs; however, we recommend an arbitration agreement with the following features:

• A mandatory condition of employment for all current and future
  employees;
• A mandatory condition of engagement for all current and future
  independent contractors;
  Class action waivers;
  Employer paid filing fees;
  Mandatory compliance with the Federal Rules of Procedure regarding discovery and summary judgment;
• Mandatory compliance with the Federal Rules of Evidence;
  Mandatory compliance with Federal Rules of Appellate Procedure;
• A right to arbitration appeal; and
• A provision providing that the express terms of the arbitration agreement supersede any conflict with the arbitration company’s arbitration rules andprocedures.

Misclassification claims

• Wage & Hour collective actions
• Any administrative or legal Wage & Hour violation

Arbitration enforceability can vary by jurisdiction and facts. We’ll tailor your documents and rollout to current rules and coordinate with counsel when appropriate.