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Wage and Hour Law Compliance
An Essential One-Day Seminar Update


Program Description:
One-Day Seminar

Dear Professional:

The Fair Labor Standards Act has been around since 1938. After all these years, you’d think it would be clear and easy by now. But the fact is: It’s getting even harder to apply these laws to a quickly changing workplace. With the increasing scope of responsibilities employees are handling, the line between exempt vs. non-exempt classifications are more confusing now than they were five years ago. In fact, wage and hour laws cause more questions in the HR and payroll departments than practically anything else.

Finding clearcut answers for even the most organized and informed HR and Payroll professional is tough.
Congress and the courts are still battling it out over many of the finer points, and one decision seems to contradict the next. As a result, even the most conscientious and hardworking HR people become more confused. Make a mistake and you end up under investigation by the Department of Labor, or you get hit with a costly, time-consuming lawsuit from an employee.

The Wage and Hour Law Compliance seminar is built to help you meet your challenges.
We’ve developed this information-packed, one-day seminar to clarify the latest decisions and applications of the Fair Labor Standards Act. When it comes to something as important as employee wages, you know you can’t make assumptions and hope you’re right. You’ve got to have a solid working knowledge of the definitions and applications of this dynamic law. Anything less than that could spell trouble for your organization.

Even though this is must-attend training for all HR and Payroll Professionals, forget the idea of boring lectures.
Hearing or reading through the laws won’t do you much good if you don’t know how it all applies. You’re going to learn from court decisions and hear examples of cases that have cost other organizations plenty. You’ll find yourself participating in lively discussions … not only learning from your trainer but also from your peers. Bring plenty of questions along that day. You’ll leave with the solid answers you’ve been wanting.

Here’s a sample of your training day ...

  • Put your employees to the test: Exempt vs. non-exempt classifications that leave no doubt
  • Make sure your contractors are not considered employees by DOL standards
  • Know what’s on the clock and what’s not: Use straightforward time calculation methods
  • Get samples of recordkeeping forms that will make your job easier
  • Calculate comp time, overtime, travel, and on-call time accurately
  • Understand FLSA rules as they apply to government workers and those with special industry exceptions
  • Deal with subminimum wages and training wages with confidence

Avoid the violations, penalties and lawsuits that come from not understanding the law. Spend one day and leave with rock-solid knowledge and the confidence to make the right decisions. Protect your organization and your career. It couldn’t be easier.

Agenda:

Classify Employees Correctly

  • The short and long of exempt vs. non-exempt criteria testing
  • Why the short test criteria may cause you to make errors
  • Know if your contractors should be paid as employees
  • The increasing importance and gray areas of the Salary Basis Regulation
  • Cautions for using titles as a classification method for employees
  • Can or should exempt employees ever earn overtime?
  • Dealing with the computer professional
  • The problems with determinations for outside sales staff
  • Production workers with administrative duties
  • Hiring the young worker: What can they do, how long can they work … any exceptions?

Error-Free Calculations

  • The pitfalls of using comp time with exempt and non-exempt employees
  • Overtime and the part-time worker
  • Clocking telecommuters and home-based workers
  • Travel time, training time and meal times
  • Must you pay for attendance at meetings outside the employee’s normal schedule?
  • Dealing with small tasks that employees perform while not strictly on the clock
  • Use “time off” and “prepayment” plans that balance overtime hours
  • Jury duty, military leave and other special circumstance absences
  • When the office shuts down for a day or two: Are wages still owed?
  • Do the courts agree whether exempt employees take off anything less than a full day?
  • Making timely and accurate severance paychecks

Keeping Records Complete and Accurate

  • Keeping track of exempt employees’ hours
  • Timekeeping methods and rounding off
  • When FMLA, COBRA and unemployment insurance come into the picture
  • Garnishments: Understanding and applying the rules correctly
  • Recent decisions about stock options and the role of overtime
  • When can you dock an employee’s salary and for what reasons?
  • How to handle problems regarding a final paycheck
  • Salaries with commissions or tips
  • Reducing an exempt employee’s salary or dealing with suspension time due to disciplinary measures
  • How long do you need to keep timecards, employee earnings statements and other payroll records?
  • Government Employees, Industry Exceptions and Unions

    • Working out comp time in lieu of overtime
    • Volunteer workers in the public sector
    • Special applications for police, firefighters, paramedics and emergency response staff
    • Check if you are on target with compensable hours for “tour of duty” employees
    • Does your industry have special exemptions? Find out today

    Troubleshooting Problems

    • Recordkeeping red flags inspectors look for
    • Avoiding accusations of retaliation and discrimination
    • Writing job descriptions that protect your exemptions
    • The do’s and dont's of conducting your own FLSA compliance audit
    • Using the “window of correction” appropriately to DOL standards
    • Personnel policies that could leave you open for investigation
    • “Subject to” reduction violations under the salary basis test
    • The most common violations and how to avoid them
    • Communicate clearly with employees about salary and compensation
    • The good faith defense and statute of limitations

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