Market Areas > Human Resources > Wage and Hour Compliance

New Wage and Hour Law Compliance

Course Description:

Wondering how the Obama administration and a Democratic Congress will affect employment and labor law?  Well get ready, because change is here.

Complying with the FLSA, properly classifying employees, determining who is exempt or non-exempt, has always been a serious problem for organizations.  And now you’ve got to consider and prepare for:

• Employee Misclassification Prevention Act:  Amends the FLSA to increase penalties and enforcement against employers who misclassify employees as independent contractors. The measure would impose fines of up to $10,000 per violation for employers “repeatedly or willfully” misclassifying workers.
• S. 3648 and its House counterpart, H.R. 6111: Provides for double liquidated damages where employers violate FLSA maximum hours or minimum wage requirements in addition to engaging in worker misclassification.
• Increased enforcement against employers by (1) requiring state unemployment insurance agencies to conduct auditing and investigative programs and (2) requiring the Secretary of Labor to ensure that at least 25 percent of Wage and Hour Division audits are focused on potential classification violations.

Join CCM and our employment law experts in this practical audio program to learn:

• Best practices to help protect and ensure compliance with the FLSA now and under the new administration
• Key techniques to correctly comply and apply the rules of exemption
• How to clearly identify problem areas and solve some of the complicated questions associated with the FLSA

By the end of this 75-minute session, you’ll also know:   

• The anticipated changes to Wage and Hour Law under the Obama administration
• What the FLSA rules mean, in plain English
• "Salaried" does not mean "exempt" — what you need to know
• Straight-forward explanations of the tests you must apply
• Keys to structuring job descriptions to protect your exemptions
• What to do about misclassified positions
• Building a “good faith” defense and evidence to support exempt classifications
• When and how you can legally dock an exempt employee's pay

Featured Faculty:

R. Brian Dixon, Littler Mendelson

Mr. Dixon is a shareholder of Littler Mendelson, resident in the San Francisco office, and co-chair of the Wage and Hour Practice Group. Mr. Dixon's practice includes all aspects of employee compensation, including minimum wage, prevailing wage, overtime obligations, and incentive compensation plans. He represents employers in compensation disputes with the United States Department of Labor, California's Division of Labor Standards Enforcement, the enforcement agencies of other states and private plaintiffs.

Lee Schreter, Littler Mendelson

Ms. Schreter concentrates in representing employers in complex class and collective actions involving overtime and other wage-related claims. She is co-chair of the Wage and Hour Practice Group. Her practice also specializes in assisting employers in developing forward thinking compliance measures designed to reduce wage and hour disputes. Ms. Schreter also represents and counsels management clients in connection with all other types of labor and employment matters arising under federal and state law. Ms. Schreter regularly appears before federal and state agencies and courts in various wage related and equal employment disputes. She has argued appeals in the United States Circuit Courts including the Second, Third, Fifth, Sixth and Eleventh Circuits.

Prior to becoming an attorney, Ms. Schreter was a human resource executive with extensive experience in wage-hour issues, employee relations, salary and benefit administration, and general employment matters.

MONEY-BACK GUARANTEE:

We're so confident you'll get what you want out of this conference that we'll refund every penny if you're not completely satisfied. No questions asked! It's 100% risk-free!

Pricing:

Your CD recording includes the complete audio conference presentation, audience Q&A and presentation materials.

APPROVED FOR RECERTIFICATION CREDIT:

HRCI - Receive 1.25 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.

Each CCM event presents a variety of information and is presented for each organization to develop its own approach and methodology.