From a legal point of view, how can a firm: .a) Be sure to accurately represent work aspects such as hours per week when recruiting rather than be at risk of a fraud* or misrepresentation* claim? .b) Know, collect and process accurate hours for salaried employees without 'encouraging' employees to not report accurately? Should the reporting be on all employees or just those that are OT eligible? *you'll need to read that section of the week's readings for this part