United States

Every Federal, State, and Local Labor Law Your Workforce Touches.

Staroplex reconciles time, payroll, pay statements, staffing, and payment evidence against every requirement that applies, routes confirmed gaps to the team that owns them, and verifies each correction before it closes.

Review Your Wage-and-Hour EvidenceSee All Coverage

$1.12B

Back wages recovered by the U.S. Department of Labor Wage and Hour Division in FY2021 through FY2025.

Source: U.S. Department of Labor
Jurisdictions

Fifty states, the District of Columbia, and every local ordinance layered on top.

Requirements are resolved per worker, per site, and per pay period, so a workforce spread across state lines is checked against each rule that reaches it.

51

States and the District of Columbia

Every state wage, hour, leave, statement, and recordkeeping requirement, resolved for the workers deployed there.

5

U.S. Territories

Puerto Rico, Guam, the U.S. Virgin Islands, American Samoa, and the Northern Mariana Islands, each with wage and hour rules of its own.

Every

County and City Ordinance

Local minimum wages, fair workweek and predictive scheduling rules, and premium pay, layered on top of state law.

What the Law Requires

Every Obligation That Reaches Your Workforce.

Requirements are resolved per worker and period, so nothing depends on someone remembering which rule applies where.

Wage and Hour
Minimum wage, overtime, regular rate, tipped and exempt treatment, meal and rest periods, and travel or on-call time.
Classification and Joint Employment
Employee against contractor, exempt against non-exempt, and the joint-employer tests that pull a staffing supplier's workers into your obligations.
Pay Frequency and Statements
Payday cadence, itemized wage statements, deduction limits, final pay timing, and proof that recorded work became pay.
Leave and Benefit Programs
Paid sick leave, state family and medical leave, paid time off accrual and payout, and the local programs layered above them.
Local Ordinances
City and county minimum wages, fair workweek and predictive scheduling rules, and premium pay triggered by late schedule changes.
Recordkeeping and Retention
Time, payroll, and authorization records kept in the form and for the period each jurisdiction requires.
Workplace Conditions
Hours limits, rest day rules, youth employment restrictions, and the site conditions that ride alongside wage law.
What We Read to Prove It

See the Whole Pay Story, Not Isolated Records.

Staroplex keeps every result linked to the records, workforce scope, period, and requirement that produced it.

Time and Assignments
Approved time, schedules, staffing assignments, and VMS records establish who worked, where, and when.
Payroll and Pay Statements
Registers, statements, differentials, and payment proof show how recorded work became pay.
Applicable Requirements
Versioned federal, state, and local requirements determine which checks apply to each workforce and period.
Verified Correction
Confirmed gaps become owned work, and changed evidence is checked again before closure.
From Evidence to Closure

Every Finding Ends in Verified Evidence, Not an Assertion.

  1. 1

    Evidence arrives

    Time, payroll, and staffing records flow in from connected systems as they change.

  2. 2

    Agents verify

    Each worker and pay period is checked against every requirement that reaches that jurisdiction.

  3. 3

    Gaps get an owner

    A confirmed gap becomes a priority action naming the workers, the records, and the responsible team.

  4. 4

    Corrections are re-verified

    Revised payroll is checked against the same evidence before the finding is allowed to close.

Where Judgment Stays Human

Evidence Where Automation Is Strong. Judgment Where It Matters.

Staroplex owns repeatable evidence reconciliation and verification. Designated professionals retain consequential legal and factual judgment.

Computational wage, time, payment, and recordkeeping checks remain reproducible and source-linked.

Classification, exemption, joint-employer, and fact-sensitive conclusions remain counsel- or human-supervised.

Every accepted decision preserves the evidence and requirement used to reach it.

Ready to Be Audit-Ready?

See Where Workforce Compliance Breaks before the Audit Does.

Book a 30-minute founder call to walk through the systems and workforce evidence you need to reconcile.

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