The webinar will help you to understand how to avoid employee misclassification claims, overtime liability and coverage penalties while meeting business objectives.
Objectives of the Presentation
Why Should you Attend
- How will proposed changes to the FLSA's white-collar exemptions affect employers?
- How do the laws differ in classifying workers?
- How should employers evaluate their current practices to ensure future compliance?
- How should companies consider structuring operations and revising their practices and agreements in light of the NLRB's ruling on joint-employer status?
Major changes to workplace laws have recently woven together to create complications that will challenge employers' abilities to meet compliance and operational objectives. The ACA's coverage requirements and potential penalties, upcoming revisions to the FLSA's white-collar exemptions, the DOL's position that most independent contractors should be treated as employees, and the NLRB's announcement of a new standard for establishing joint-employer status have combined to create overlapping legal challenges for companies.
These changes make clear that employers must provide increased benefits and pay to workers, actions that will strain employers' ability to comply with federal law without making disruptive changes to the way they do business. Failure to properly determine and document which workers are employees can expose employers to wage claims and penalties for failing to offer mandated health coverage. Employment counsel must be prepared to offer companies needed clarity about the law, practical advice for complying with it, and suggestions for meeting the business objectives that these changes endanger.
Attend the session to understand the relationship of these laws, their potential impact on employers, and how employment counsel can help companies proactively manage the concerns they raise. The Speaker will outline best practices in preparing companies for compliance with these changing workplace laws.
Who will Benefit
- Proposed amendments to FLSA white-collar exemptions
- DOL approach to independent contractors
- NLRB and joint employer relationships
- ACA requirements and potential penalties
- Best practices for meeting compliance and operational objectives
- All governmental employers
- All private employers with more than 50 employees
- Human resource professionals