Ten Surprising Wage and Hour Considerations Affect other HR Regulations

The Fair Labor Standards Act establishes minimum wage, overtime pay, record keeping, 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 work week!

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 what to look for and how to handle those circumstances.

Even though seldom revised since 1938, employers should also start planning now for the overhaul of the white-collar exemptions that will have far-reaching effects on compensation.

This webinar will cover current hot spots of the FLSA and how to rectify them.

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 2015 workplaces. Additionally the FLSA relies in a large part 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 smartphones and employees working remotely and it's no wonder the FLSA is such a misunderstood, misinterpreted and consistently violated employment law.

• Exempt versus non-exempt classification issues
• Problems with deductions of non-exempt employees
• Prohibited deductions of exempt employees
• Failing to pay for all time worked
  • Off-the-clock work, break time, virtual employees, supervisors interference and more
• Miscalculation of regular rates of pay and overtime
  • Common mistakes
• State law claims
• Smartphones, Tablets and 24/7 expectations
  • Using technology without incurring liability
• New Proposed White Collar Regulations
  • What to Do Right Now To Prepare
• How Independent Contractors Cause Compliance Challenges.
  • Independent Contractors Dos And Don'ts
• Temporary Employees.
  • Who Is Their Employer, What Are Joint Employer Responsibilities And Who Is Responsible For Their Safety?

• HR
• Payroll
• Finance and Business Owners

Target Companies:

• Small to Midsize Companies
• Retail
• Financial Services
• Tech
• Consulting
• Training and Construction Companies.