Wage & Hour Law 2016 & 2017: Employee Classification Workshop & New Overtime Rules  Find out if you're at risk — and what to do about it.
Is your company vulnerable? Department of Labor officials estimate that more than 70% of employers are out of compliance with the Fair Labor Standards Act (FLSA)! Plus, the biggest overhaul of overtime law in U.S. history takes effect on Dec. 1. The changes call for a DOUBLING of the salary threshold, making white-collar workers eligible for overtime pay if their salary falls below $47,476 per year ($913 per week). This will make millions more employees eligible for overtime—and force new costs, confusion and decisions onto you! Don't get caught in the DOL's regulation changes and growing enforcement net! Find out if you're at risk — and what to do about it — with Wage & Hour Law 2016 & 2017: Employee Classification Workshop & New Overtime Rules. The number of FLSA-related lawsuits in federal courts has spiked dramatically in the past decade. If you're like most employers, your payroll is strewn with misclassified employees — ticking time bombs that could cost you a fortune. And the Obama administration's Department of Labor is cracking down harder than ever on overtime law violations. The upcoming spike in the salary threshold will force every company to make hard choices. How should you adjust schedules and hours to minimize the impact? Should you convert exempt into hourly workers? Raise base salaries now? Hire part-timers? Use bonuses? Anniken Davenport, Esq., who literally wrote the book on wage-and-hour compliance, offers practical, step-by-step FLSA compliance advice. Learn the ins and outs of this complex law, like: - How to correctly classify employees as either nonexempt (eligible for overtime) or exempt (not eligible)
- The details and timeline of President Obama's big overtime changes—and how your organization should respond now
- Why allowing exempt employees to take on extra work can be dangerous
- How to restructure your incentive bonus payments to take advantage of the new 10% credit toward exempt workers' salaries
- Why the new OT rules should make you reconsider telecommuting for employees
- Special circumstances when you must pay hourly workers for travel time, on-call hours, meal breaks and training periods
- How to control after-hours work in the era of email, smartphones and PDAs
- When the law allows you to dock the pay of salaried employees
- The single most effective way to discipline employees who work unauthorized overtime
- What to do if you've been misclassifying employees as exempt and need to fix the problem before DOL knocks on the door
- What may soon require you to rethink using independent contractors
When the DOL rewrote the federal overtime laws a decade ago, the goal was to reduce the confusion over exempt vs. nonexempt status. But as even a top Labor official admitted, "We thought [the new regulation] would fix that. It really hasn't." The upcoming overtime-rule changes have injected even more confusion (and lawsuits) into the mix. Find (and defuse) your payroll mistakes before they trigger a lawsuit or Department of Labor investigation. Get your copy of Wage & Hour Law 2016 & 2017 now!  | 
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