Human Resource Professionals face a dynamic and ever changing wage-hour compliance landscape.  New court decisions, federal laws, federal regulations, state laws, state regulations and even local laws are creating new, confusing and sometimes contradictory obligations.   Whether it be federal, state or local governments creating different minimum wage or overtime exemption standards, changes to meal and rest period obligations, court decisions on the independent contractor standard or cases involving hyper-technical interpretations of the California Labor Code, wage-hour compliance evolves more frequently than any other area of employment law.  Complicating matters for Human Resources Professionals is the conflict, many times, between legal compliance, operational considerations, and how to message changes to employees.