Maintaining Exempt Status: What Employers Need to Know to NOT Jeopardize Exempt Employees’ Classification

webinar Maintaining Exempt Status: What Employers Need to Know to NOT Jeopardize Exempt Employees’ Classification

You Will Learn:

  • Duties requirements for these exemptions
  • Salary basis test, and additional compensation and deductions that are permitted
  • Salary amount test, the status of the 2016 rule to increase it, and the Department of Labor’s request for information
  • Recordkeeping tips
Watch the pre-recorded web conference
$269.00
 

Are all of your employees accurately classified as exempt or non-exempt?  How can you be sure?

One of the most costly mistakes for employers under the Fair Labor Standards Act is to inaccurately classify employees as exempt from the overtime and minimum wage requirements of the FLSA.

Ask yourself… do your “exempt” employees meet the tests or requirements as set forth in the part 541 regulations? With all the news and developments involving these regulations and tests for exemption it’s hard to keep up.

So, how do you not jeopardize the exempt status of your employees?

Learning Objectives

This information-packed webinar explores the specific requirements (applicable TODAY) set forth in part 541 to ensure you’re in compliance with the FLSA, including:

  • Duties requirements for these exemptions;
  • Salary basis test, and additional compensation and deductions that are permitted;
  • Salary amount test, the status of the 2016 rule to increase it, and the Department of Labor’s request for information;
  • Recordkeeping tips; and
  • Update on litigation involving the 2016 rule that increased the salary level.

Product ID: 15398

Bonus Material

Plus, you get the exclusive guide, Reclassifying Exempt Employee: Tips, Tools, and Techniques to Ensure Wage and Hour Compliance – a $267 value – FREE!

This guide is jam-packed with the tips, tools, and techniques you need to ensure wage and hour compliance.

  • Key Reasons for Reclassification
  • Reasons to Do an Exempt Status Audit
  • What to Do in an Exempt Status Audit
  • Gathering the Facts and Considering the State and Federal Law
  • The Job on the Cusp: What Do You Do If a Position Is Not Clearly Exempt or Nonexempt?
  • Issues with Reclassification
  • Handling Reclassification With and Without Back Pay
  • Implement the Changes

Plus, this essential guides also provides you with detailed information on:

  • Exemptions for Executive, Administrative, Professional, Computer and Outside Sales Employees Under the Fair Labor Standards Act (FLSA)
  • Salary Basis Requirement and the Part 541 Exemptions Under the Fair Labor Standards Act (FLSA)

Stay Up-to-Date and Make Sure You’re in Compliance with the FLSA!

Get it on demand now

Faculty

Alfred B. Robinson, Jr.
Alfred B. Robinson, Jr.
Shareholder, Ogletree Deakins

Mr. Robinson has practiced labor and employment law and advised business clients on employment compliance issues since 1981. His practice included representing clients before the Equal Employment Opportunity Commission, National Labor Relations Board, United States Labor Department, other administrative agencies and various federal and state courts.  Before joining Ogletree Deakins, he served as the acting Administrator of the Wage and Hour Division (WHD) of the United States Department of Labor.

Marc L. Zaken
Marc L. Zaken
Office Managing Shareholder, Ogletree Deakins

Marc Zaken is the Managing Shareholder of the Stamford office of Ogletree Deakins. For over 30 years, Marc has exclusively represented management clients in labor and employment law matters.  He has defended employers in age, sex, race, disability and other discrimination cases, as well as sexual harassment, wrongful discharge, breach of contract, employment tort and employee benefits litigations in the federal and state courts in Connecticut, New York and throughout the country and has appeared before the Equal Employment Opportunity Commission, the Connecticut Commission on Human Rights and Opportunities, and other administrative agencies.

Continuing Education Units

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  • shrm

    C4CM is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.

Stay Up-to-Date and Make Sure You’re in Compliance with the FLSA!

Get it on demand now

Stay Up To Date