The new salary rules are expected to impact at least a million workers nationwide, and to result in a significant increase in the number of employees who will be eligible for overtime pay.
In this webinar we will discuss the new rules. In particular we will discuss which jobs and which employers are likely to be impacted and what to do now in order to comply with the Fair Labor Standards Act.
Objectives of the Presentation
Why Should you Attend
- Understand which positions are targeted by the new rules
- Understand the difference between exempt v non-exempt positions
- Understand how reclassification may affect employees formerly classified as exempt
- Recognize the proposed changes and their potential impact
Penalties for non-compliance with the FLSA's overtime rules can be severe. Non-compliant employers can face a DOL audit, a lawsuit or even an administrative charge.
Attend he webinar to know which jobs and which employers are likely to be impacted and what to do now in order to comply with the Fair Labor Standards Act.
Who will Benefit
- Practical steps to take before the rules take effect
- The difference between the new DOL rule on overtime exemptions and the Obama-era proposal concerning white-Collar exemptions, salary basis and more
- How the proposed rule will affect highly compensated employees
- How often the DOL anticipates it will update the salary level
- How the DOL intends to handle the issue of automatic updates
- How bonuses will factor into the salary threshold for exemption
- Practical steps to either reduce the increase in overtime or to stay under the DOL's radar
- Payroll Professionals
- HR professionals
- Compliance officers
- Audit staff
- Budget personnel's
- Compensation Analysts
The intent of the proposed rules is to extend the FLSA's overtime protections to millions of employees. The new salary level significantly increases the amount required to meet the salary test that must be met before a job can be classified as overtime-exempt. As a result, many employers can expect these new rules will affect their long-standing practices and business models. Employers need, before the rules become final, to review their current employee classifications and compensation practices to determine what changes they need to make, especially with those positions that are now exempt but will not be once the new rules take effect. Employers may also need to consider making changes to compensation and/or job duties or reclassifying their employees from exempt to nonexempt. Reclassification also carries many issues with it, including without limitation, record and timekeeping issues and training for managers and employees, proper calculation of overtime among many other concerns. With proper advance, these issues are manageable.