Learn how to avoid the DOL's new employee misclassification crackdown and let us show you how to avoid the errors that invite crushing lawsuits by participating in this all-new web seminar for employers and Human Resource professionals, without leaving your office!
Learn moreLearn how to avoid the DOL's new employee misclassification crackdown and let us show you how to avoid the errors that invite crushing lawsuits by participating in this all-new web seminar for employers and Human Resource professionals, without leaving your office!
You'll gain must-have knowledge of new and revised wage & hour laws, regulations, and enforcement initiatives, including:
Resurgent DOL Ramps Up Its Wage & Hour Investigations: Are You Prepared? The Division also has begun flexing its muscles on the guidance front in 2010, scrapping its traditional “opinion letters” on isolated wage and hour cases in favor of broader, more inclusive statements about the rules that employers should follow. With this session, we’ll explore what the stepped-up enforcement means for employers and what you can do NOW to prepare for a possible DOL audit. Key Learning Objectives: Reducing Exposure to Wage and Hour Liabilities Key Learning Objectives: What Is Work Time? Key Learning Objectives: Doing the Math: Calculating Overtime Wages With Confidence Key Learning Objectives: Managing White Collar/Salaried Exemption Challenges Key Learning Objectives: Understanding the Salaried Basis Test Key Learning Objectives: Another Looming Pay Issue: Compensation Discrimination Claims Key Learning Objectives: Your Toughest FLSA Questions AnsweredWage & Hour Compliance Virtual Summit Agenda
There’s a new Wage & Hour Division growing under the Obama administration. In response to a 2009 Government Accountability Office report on “sluggish response times” for DOL investigations, the agency has spent millions to hire hundreds of additional investigators to investigate wage & hour violators.
Protecting your organization from FLSA claims and lawsuits requires more than just prohibiting overtime and paying it when it’s owed. Some of the best ways to reduce overtime liabilities involve the implementation of wage and hour policies and practices that either prevent employees from working extra hours (alternative work schedules) or prevent the FLSA from applying at all (independent contractors). But these strategies must be undertaken with great care, especially in a down economy, when employees seem more prone to filing lawsuits.
Nonexempt employees must be paid for all hours worked and receive overtime compensation for all overtime worked. What is work time? Answering that seemingly simple question isn’t always as easy as it sounds. This session teaches you how to properly calculate hours worked for the purpose of determining whether and how much overtime to pay to nonexempt employees.
Calculating the amount of overtime owed is a multi-step process that requires a lot more than just multiplying an employee’s hourly rate by 1.5. Overtime paid must be based on the employee's “regular rate,” which isn’t necessarily the same thing as her hourly rate. To get it right, the employee’s regular rate might even need to be recalculated every week, and it must be based on all remuneration the employee received, including irregular compensation such as bonuses and commissions.
Classifying employees as exempt from the FLSA’s overtime requirements calls for far more than simply paying them a salary. All exempt white collar employees also must perform specific types of job duties - known as exempt duties. What does that mean for each of the major exemptions? In this session, your speaker will answer that question, with a particular focus on dispelling the many myths associated with the white collar exemptions.
Making improper salary deductions is the surest way to place an employee’s exempt status in jeopardy. In this session you’ll learn how to safeguard the “salaried” status of your exempt employees and avoid illegal deductions. You'll also learn when it is OK to dock an exempt employee’s pay.
Compensation discrimination continues to be a problem for U.S. employers. Since the enactment of the Lilly Ledbetter Fair Pay Act in 2009, close to 4,800 charges have been filed with the EEOC alleging wage discrimination. In this session, learn what employers must do to avoid these claims, how to comply with the recently enacted Ledbetter Act, and how to prepare for the looming Paycheck Fairness Act, which adds new regulatory mojo to the Equal Pay Act.
Perplexed by an unusual wage and hour issue? Well, there’s good news for the FLSA tired and confused, because we have designed a session that gives you the forum to have your questions answered. In this session, you and your fellow attendees will control the session and the content. Our panel of experts will answer your FLSA questions and help you wrap your mind around the intricacies of federal wage and hour law. Don’t be shy! Our expert panel is ready to help tackle your toughest challenges.
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