HR Faces Yuuuge Wage/Hour Decisions in 2017

The 13th Annual Labor & Employment Law Advanced Practices (LEAP) Symposium March 29 - 31, 2017 • Bellagio • Las Vegas With New OT Rules in Limbo, HR Faces Big Wage/Hour Decisions in 2017 November was a month of huge surprises for HR professionals—surprises that spell uncertainty and big changes for workplace law (and your job) in 2017. First came the shocking election of Donald Trump, who is expected to rewrite numerous workplace laws and regulations next year. Then came another stunner: a federal court in Texas temporarily blocked the Department of Labor's new white-collar overtime rules from taking effect on Dec. 1. The move left HR and payroll scrambling to revise their compensation plans … and confused about what to do next. The injunction is temporary, so the new DOL rules—which aim to raise the overtime salary limit from $23,660 annually to $47,476—could still be implemented in the coming weeks or months. Or the injunction could be upheld. Or the court (or Trump administration next year) could scrap the rules completely and go back to the drawing board. Get expert compliance advice from the ultimate experts! Thirty of America's best employment law minds will answer YOUR specific wage-and-hour questions at the 13th annual Labor and Employment Law Advanced Practices (LEAP) conference, March 29-31, 2017 at the legendary Bellagio in Las Vegas. Take advantage now of our Early Bird special and save $200.00! Click on the video image to hear moderator Joe Beachboard talk about the exciting agenda on tap for LEAP 2017! The Nov. 22 preliminary injunction isn't permanent. It simply preserves the previous overtime rule (specifically, keeping the salary threshold at $23,360 a year) until the court has a chance to review the full merits of the case. But the judge's wording in the injunction indicates he is likely to strike down the new regulation. The case could go to the U.S. Supreme Court. If the issue drags on, the new Trump Administration may have a chance to rewrite the rules itself. Expect Trump's Department of Labor to favor a phased- in, smaller increase in the salary threshold (below President Obama's proposed $47,476 limit) and removal of the automatic every-three-years threshold increase that was included in the Obama rules. The timing of last week's ruling—just 10 days before they were to take effect and two days before Thanksgiving—created compensation chaos for HR. Thousands of employers had spent recent months raising white-collar workers' pay, changing exempt/nonexempt classifications, rewriting job descriptions and altering schedules and reporting relationships to adjust to the new salary threshold. Get one-on-one advice from the best HR attorneys. At LEAP's interactive roundtable discussions, you'll find solutions to your complex problems like this overtime mess. We'll have 10 tables, each on a different topic and led by an expert. After 25 minutes, you'll switch to a second table, then a third. LEAP is famous for providing this kind of interaction and Q&A time with America's top employment-law minds. Grab those LEAP Early Bird prices and save $200.00 by registering now! Employers that had already made changes to their compensation plans will need to decide whether it makes business sense to suspend, alter or reverse those changes. Many of those pay raises and classification changes will be difficult to undo, and reversing course too soon could damage employee morale, particularly if the new rules do eventually take effect. If your organization hadn't yet made any compensation changes, it's best to take a wait-and-see approach. There are likely many more twists and turns to this roller-coaster story and HR must be prepared to react to those changes—whether they come next week or next year. The bottom line: Wage-and-hour rules are just one of the massive changes coming to U.S. employment law in 2017. Don't be caught off guard. Join me at LEAP 2017, March 29-31in Las Vegas to learn how HR must comply with all the big changes coming from Washington and the states. Plus, you'll have a fabulous time with your peers at the legendary Bellagio! See you in Las Vegas! Sincerely, Joseph L. Beachboard, Esq. Moderator, LEAP 2017 P.S. Two FREE Bonus Gifts. All LEAP 2017 attendees will receive 6 months of our HR Specialist: Employment Law newsletter PLUS 6 months of our HR SPECIALIST: PREMIUM PLUS online HR information service – a combined $298.00 value – yours FREE! P.P.S. Book today! We have arranged for a very special room rate for LEAP attendees at Bellagio. Act now to guarantee your spot for the 13th annual conference. Click here for your discounted rate at Bellagio. P.P.P.S. Your satisfaction is unconditionally guaranteed. If, after attending LEAP 2017, you decide it wasn't everything we've promised AND MORE, you get a full, 100% refund – every penny you paid. No hassles, no questions asked – and, your course materials and FREE bonus gifts are all yours to keep.

Why attend LEAP 2017? LEAP Moderator Joseph Beachboard Attorney, Ogletree Deakins Here's what your peers are saying about LEAP… "Fantastic! Great info and lots of next steps to take back and put in action. My new favorite conference for an HR professional!"- Sarah Sherere "The most fun I've ever had at a conference" - Linda Pendras "Where else can you ask dozens of attorneys questions for free?"- Risa Barron "I've attended seven consecutive annual SHRM conferences. This blows those away. I appreciate LEAP's commitment to having one-on-one access with the expertise of numerous attorneys"- John Farrell Plus, you'll receive 17 SHRM and HRCI credit hours: Business Management Daily is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CPSM or SHRM-SCPSM. This event has been approved for 1.25 PDCs. This event has been approved for 1.25 credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). "The use of this seal is not an endorsement by HR Certification Institute of the quality of the program. It means that this program has met HR Certification Institute's criteria to be pre-approved for recertification credit."

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