Managing Wage and Hour Risks in a Digitally Connected World

recording Managing Wage and Hour Risks in a Digitally Connected World

You Will Learn:

  • How ‘work’ is defined under Wage & Hour law
  • What is compensable time?
  • Definition and application of “de minimis” and “continuous workday” rules
  • Most common types of “hidden work”
  • Implications of rounding hours worked and early/late clocking
Access the pre-recorded audio conference
$269.00
 

Do you have to pay employees for after-hours calls, emails, and texts? Do you know how to accurately determine which activities are considered compensable?

The FLSA is one of the laws that can easily trip up managers. It's also one of the laws that managers rarely think about or focus on until there's an issue.

In fact, it's never been more difficult (or important) for employers to understand what technology-related activity (like responding to emails and calls outside the office) is compensable, and how such  "hidden work" impacts overtime.

Learning Objectives

During this information-packed webinar, you will learn the steps your company should take to reduce technology-driven risk in the workplace, including how to-

  • Assure that employees report all hours worked
  • Stop non-exempt employees from performing work outside of the office
  • Prohibit out-of-office access by non-exempt employees

You’ll also learn the latest wage and hour compliance risks associated with increased use of technology, and how to manage them, including:

  • Latest court cases and decisions related to technology and overtime
  • How ‘work’ is defined under Wage & Hour law
  • What is compensable time?
  • Definition and application of “de minimis” and “continuous workday” rules
  • Most common types of “hidden work”
  • Implications of rounding hours worked and early/late clocking
  • How to handle automatic meal break deductions
  • When you must reimburse employees for technology related expenses
  • Checklist of best practices to help your company reduce wage and hour liability exposure for technology-related work activities

Product ID: 12330

Bonus Material

Plus, you get the top-selling guide – FLSA Compliance: Your Practical Guide to Overtime Exemptions and Wage and Hour Law – a $349 value – absolutely FREE!

Jam-packed with compliance guidelines, this newly updated, 185 page guide provides easy-to-understand guidance for:

  • Fair Labor Standards Act (FLSA) Overview
  • Basic Wage Standards
  • Who is Covered?
  • Employee Rights
  • Overtime Pay
  • Nursing Mothers
  • Recordkeeping, Reporting, Notices and Posters
  • Enforcement
  • Equal Pay Provisions
  • Exemptions
  • Commonly Used Exemptions
  • Salary Basis Requirement and the Part 541 Exemptions Under the FLSA

This essential guide also includes finger-tip access to 42 extra pages of sample materials and relevant policy information. 

  • Frequently Asked Questions
  • Consolidated State Minimum Wage Update Table
  • Model Salary Basis Policy
  • State Labor Offices Contact Information
  • FLSA Poster
  • Frequently Asked Questions on the Overtime Final Rule
  • Claiming White Collar Exemption Under Standard Duties Test

Learn the Steps You Should to Take to Reduce Technology-Driven Risk in Your Workplace!

Order my recording now

Faculty

Eric Magnus
Eric Magnus
Principal, Jackson Lewis P.C.

Eric R. Magnus is a Principal in the Atlanta, Georgia office of Jackson Lewis P.C. Mr. Magnus practice is focused on defending federal and state wage and hour class and collective actions in jurisdictions across the United States.

Justin R. Barnes
Justin R. Barnes
Principal, Jackson Lewis P.C.

Justin R. Barnes is a Principal in the Atlanta, Georgia, office of Jackson Lewis P.C. He represents employers in federal and state courts and before administrative agencies on a variety of labor and employment related issues, including collective and class action wage and hour disputes, labor arbitrations, allegations of discrimination, and employment-related contract disputes.

Continuing Education Units

  • hrci

    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.

    “The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.”

  • shrm

    C4CM is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.25 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.

Learn the Steps You Should to Take to Reduce Technology-Driven Risk in Your Workplace!

Order my recording now

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