Join C4CM to learn the nuts and bolts of the new rules, plus get the answers to your most pressing questions like:
- How will the DOL’s proposed overtime exemption rules affect the current salary basis test and the salary level threshold that’s required for exemption?
- When would the DOL’s rules be finalized and likely to take effect?
- What can my organization do right now to prepare for new FLSA compliance obligations?
- Will the duties tests for the executive, administrative and professional exemptions change under the new regulations and require you to review all exempt positions?
- Should you convert exempt workers to hourly status rather than pay increased weekly base salary?
- Should you rewrite your job descriptions? If so, how?
- How to prepare your organization for increased recordkeeping?
These changes could be the most complicated and far-ranging yet. Get the information you need to ensure you’re up-to-date and in compliance!
Product ID: 21650
Plus, you get the exclusive guide, Reclassifying Exempt Employee: Tips, Tools, and Techniques to Ensure Wage and Hour Compliance – a $167 value – FREE!
- Key Reasons for Reclassification
- Reasons to Do an Exempt Status Audit
- What to Do in an Exempt Status Audit
- Gather the Facts and Consider 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
- 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)
Find Out What You Need to Know NOW to Navigate the Complex Changes!Register for my webinar now
Nora Kersten Walsh
Counsel, Schiff Hardin
Nora concentrates on all areas of labor and employment law. Her practice includes counseling and charge and litigation defense on a wide range of issues spanning the employer-employee relationship, including but not limited to hiring practices, employment agreements, policies and handbooks, leave, accommodations, wage and hour issues, employee reductions and separations, and restrictive covenants. She also has a concentration in affirmative action program preparation and planning, and represents federal contractors in audits and other matters pending before the Office of Federal Contract Compliance Programs (OFCCP).
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