Why Should You Attend:
The Fair Labor Standards Act (FLSA) applies to virtually all public and private employers and is chock- full of rules about everything from the minimum wage to overtime pay. Along with these rules come exceptions and exemptions, and myriad expectations as to what wages must be paid and how. In short, the FLSA has and continues to be a source of great confusion to many employers. If that’s not confusing enough, while both public and private employers are subject to the FLSA, the requirements differ for each. But ignoring it does not make it go away.
The United States Department of Labor (USDOL) is taking an increasingly active role in ensuring compliance with all aspects of the FLSA, including proper classification of workers as either independent contractors or employees, proper classification of employees as either exempt or non-exempt from minimum wage and overtime requirements and what constitutes compensable work time, to name just a few. That’s not all, though. The United States Department of Labor over the last several years has begun to collaborate with some of their state counterparts. Why is that? The reason is because failure to properly classify and pay workers means less payroll withholding, which in turn means less revenue going to the federal (and state) government coffers. The USDOL therefore has every incentive to crack down on FLSA violations, real and perceived. That is why you as an employer/manager/H.R. practitioner cannot afford to ignore or minimize their FLSA obligations.
By the end of the seminar, you will get answers to the following questions:
- What types of set standards and rules help classify nonexempt employees?
- Which employees are provided an exemption from minimum wage and overtime provisions?
- What criteria are used to properly determine if your 1099 workers are properly classified as or are really employees?
- When must you pay for the time an employee spends “on-call”?
- How might you minimize the risk of employee claims that they worked “off the clock” and are therefore entitled to overtime pay?
- What are some of the proposed rules issued by the DOL and how will they impact your organization?
- How exactly does the FLSA apply to public employers?