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The only Wage & Hour training that not only identifies your risk for timekeeping procedures — but shows you exactly where it exists, down to the question, benchmark, and department — and gives you the tools to fix it.
Identify Risk Faster with Emtrain’s Proven 4-Step Process
Emtrain aggregates question-level data from training to uncover warning indicators tied to wage, hour, and payroll risk.
Dive deeper into specific question scores. See how your team compares to industry benchmarks, broken down by key risk indicators. Our proprietary algorithm reveals how healthy your culture is relative to industry norms — a first-of-its-kind benchmark engine for compliance and culture.
Pinpoint which departments, teams, or roles are signaling risk — so you know exactly where to act.
Get tailored guidance and recommendations based on the data, from course reassignments to policy improvements.
The following are sample employee relations risk assessment questions from Emtrain’s training courses. These questions help surface employee sentiment and behavior patterns at scale—enabling organizations to identify early warning signs, detect culture hot spots, and assess knowledge and skill gaps.
These sample questions for Wage and Hour are drawn from our FLSA and Wage & Hour Laws Course. Educating both managers and employees on what the law requires and the importance of reporting problems is the best first step in mitigating risk and protecting your brand and reputation.
All of our content is authored and reviewed by employment lawyers and industry experts. Our content team is also led by our CEO Janine Yancey, a former employment litigator and workplace investigator who is a certified expert witness on harassment training in both state and federal courts. Janine Yancey was also the expert witness to the California State Senate, who helped author SB 1343 in 2018 – California’s harassment training mandate for all California employees
Get a preview of our industry-leading training video content that dives deep into the complex social issues of our time.
Our sample policy outlines wage and hour issues (based on California law) and includes language that outlines legal requirements, including:
On this page, you’ll see a summary of results by risk category (e.g., Harassment & Discrimination, Workplace Safety). Each tile highlights:
If you have not deployed the requisite training for a particular Risk Area, it will not populate.
This gives you a quick sense of which risk areas may require attention and where targeted training could make an impact.
Clicking into any risk category (e.g., Harassment & Discrimination) opens a detailed view of the individual Likert-scale questions that power the category’s score. Note: only clients whose package includes this screen will be able to access it!
For each question, you’ll see:
This level of granularity lets you pinpoint exactly what employees are experiencing—and whether it’s a perception issue or something more systemic.
Coming soon: Comparisons to longitudinal scores (i.e. scores last year) and organizations of similar size.
“% Healthy” refers to the percentage of respondents who selected one of the three positive responses (e.g., Slightly Agree, Agree, or Strongly Agree).
For negatively worded questions (e.g., “I’ve heard people make negative stereotypical comments”), healthy responses come from employees who disagree (e.g., Slightly Disagree, Disagree, or Strongly Disagree) with the statement. In these cases, a high “% Healthy” still reflects a positive outcome—indicating that few people are observing or experiencing the negative behavior described.
A high healthy score means most employees feel positively about the topic, indicating a strong and constructive workplace culture. Lower scores may point to dissatisfaction, mistrust, or emerging risk areas that warrant closer review.
Each question is benchmarked against aggregated industry data from similar organizations. Internal scores show you where your teams stand—but benchmarks reveal how your culture stacks up externally. A score might look “fine” in isolation but could be trailing significantly behind peers.
We use the codes defined by the North American Industry Classification System (NAICS) . For tax and documentation purposes, every organization based in the United States is required to register under one of the following industries within the NAICS, which makes it straightforward to use these reported classifications for our benchmarking:
Important note: In cases where we believed an organization’s reported NAICS code significantly diverged from its actual operations or mission, we manually reclassified it to the most appropriate category based on its core activities.
Are all industries equally represented?
No. Some industries have significantly more client representation than others. This disparity stems from various factors, including how well Emtrain’s content resonates with certain industries and the geographic concentration of those industries.
When we have a sufficient number of clients in a given industry (at least 15), we benchmark your results against the industry average. If we don’t have enough data, we instead compare your results to the global average of all clients.
Can I change my reported industry?
Yes! If you do not feel your organization is tagged with the appropriate industry, just let us know at analytics@emtrain.com and we’ll get that updated.
The icon next to each question summarizes whether it presents a cultural or compliance risk:
These flags help you prioritize where to intervene first, especially when managing multiple risk areas.
Use the filters in the left-hand sidebar to refine your results:
Who is considered a new hire?*
New hires are defined as respondents with less than 1 year of tenure at your organization. Since most training is delivered on an annual cycle, these employees will be flagged as “new hires” when they receive their first training shortly after joining. By the time they complete their second training cycle a year later, their responses will no longer fall into this bucket.
Discover more areas where Emtrain Intelligence helps mitigate people and compliance risk.
