Ten Surprising Wage and Hour Considerations

Duration: 60 Minutes
This webinar will cover current hot spots of the FLSA and how to rectify circumstances that are prohibited.
Employee Wage and Hour Considerations
Instructor: Teri Morning
Product ID: 502047
Objectives of the Presentation
  • Exempt vs non-exempt classification issues
  • Problematic deductions for non-exempt employees
  • Prohibited deductions of exempt employees
  • Individualized interpretation of key terms can cause big problems
  • Failing to pay for all time worked
    • Recognizing what is work, off the clock working, break times, docking pay, remotely working employees, supervisor's interference and more
  • Miscalculation of regular rates of pay and overtime
    • Common mistakes
  • Tablets, smart phones and 24/7 expectations
    • Using 2017 technology without incurring 1938 liability
  • The proposed white-collar regulations
    • What now?
  • How independent contractors cause compliance challenges
    • Independent contractors Dos and Don'ts
  • Temporary employees
    • Joint employer responsibilities
    • Safety responsibilities for temporary employers
Why Should you Attend
Almost every employer regardless of how large they are and how good is the advice given to them, violates the Fair Labor Standards Act (FLSA.) Passed in 1938, and updated seldom since, the FLSA is a better fit for the operation of 1938 workplaces rather than 2017 workplaces. Additionally the FLSA relies argely on employer interpretation of its 1938 definitions, tests and requirements.

Exacerbating the problem is that many supervisors crushed between budgets and employer polices often choose maximum interpretation when choosing how to follow the law, and some choose to disregard it entirely; cutting such corners as discounting overtime and allowing employees to work off the clock.

Even HR and payroll is not immune to making mistakes such as taking prohibited deductions from exempt employees. Factor in modern developments such as smart phones and employees working remotely and it's no wonder the FLSA is such a misunderstood, misinterpreted and consistently violated employment law. Many choices made when interpreting the FLSA start out seeming such good ideas. Saving money on overtime, using contractors, erring on the side of choosing to make employees exempt. While such choices have their uses and can certainly be legit, other times the applicability of such practices exposes the employer to legal problems and causes disgruntlement amongst employees.

Back pay amounts for violating the FLSA can be substantial, going back 2, sometimes-even 3 years. Repeat offenders can even be subject to criminal penalties and fines! However, violating the FLSA can certainly be avoided. There are a number of hot spots that are easy to avoid if you know for what to look and how to handle those circumstances.

Who will Benefit
  • HR
  • Payroll
  • Finance and business owners
Topic Background
The Fair Labor Standards Act establishes minimum wage, overtime pay, recordkeeping and youth employment standards. The FLSA is one of the oldest and most important laws for employers to understand because it sets out such a wide range of regulations for dealing with employees. The FLSA is also one of the most consistently violated employment laws. It is not all bad for business though; the original proposal for the FLSA stipulated a 30-hour workweek!
$300
Recorded Session for one participant
Get life time access with download option!
Book this course
Pay Now
  $450.00 Training CD
Free shipment within 4 Working Days of placing the order. Get life time access for unlimited participants.
  $550.00 Training USB Flash Drive
Free shipment within 4 Working Days of placing the order. Get life time access for unlimited participants.
For multiple location please contact our customer care team +1-510-857-5896.
How it works
Live Session - How it works
  • Login to onlinecompliancepanel with your registered username and password https://www.onlinecompliancepanel.com/login
  • The webinar joining link, username and password for joining the webinar will be updated on your OCP Account 24 hours prior to the webinar
  • Presentation handouts in Downloadable PDF format will be updated on your OCP Account 24 hours prior to the live session
  • Login to the audio conference on the scheduled date and time
  • Get answers to your queries through interactive Q&A sessions via chat at the end of the session
  • Download the Certificate of Attendance and Purchase Invoice from your OCP Account 24 hours after the completion of the session
  • Please let us know your thoughts and views at the end of the webinar, your valuable feedback will help us improve
Recorded Session - How it works
  • Login to onlinecompliancepanel with your registered username and password https://www.onlinecompliancepanel.com/login
  • Upon purchase of the recorded session a link will be updated on your OCP Account within 24 hours
  • Please click on the link to access the Recorded Session
  • Presentation handouts in downloadable PDF format will be updated on your OCP Account within 24 hours of the purchase of the product
  • Download the Certificate of Attendance and Purchase Invoice from your OCP Account after 48 hours of the product Purchase
  • Please share your valuable Feedback at the end of the session
Instructor Profile:
Teri is the founder and President of Hindsight Human Resources.www.hindsightcloud.com
Teri Morning, MBA, MS, specializes in solving company "people problems." She provides HR department expertise to small and mid sized companies.
  • Teri also sources HR software solutions for incident tracking, employee relations, safety (Incident Tracker), compensation (Compease) and performance management (Performance Pro).
  • Twenty+ years human resource and training experience in a variety of fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit companies.
  • Teri has enjoyed consulting with employers on their problems and trained managers and employees for over 20 years, meeting and working with employees from all types of businesses.
  • In addition to a MBA, Teri has a Master's degree in Human Resource Development with a specialization in Conflict Management.
  • Teri was certified by the State of Indiana in mediation skills, and Teri is currently certified in Project Management and IT Management and qualified as a Myers-Briggs practitioner. Teri has held the PHR, SPHR, SPHR-CA and SHRM-SCP certifications.

View More