Join C4CM to learn the nuts and bolts of the proposed 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 your organization do right now to prepare for these changes?
- 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?
- When can nondiscretionary bonuses and commissions be used to meet the new salary threshold?
- Are there increased recordkeeping obligations?
These changes could have a significant effect on your workplace. 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!Order my recording 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).
Rebecca B. Canary-King
Associate, Schiff Hardin
Rebecca B. Canary-King is a versatile advocate. She counsels and represents employers of all sizes, from small non-profits to large corporations, and has handled matters in federal and state courts, before federal, state, and local agencies, and in arbitration and mediation. Fascinated by the ever-changing employment law landscape, Becky stays on top of legal trends, which allows her to identify issues and opportunities for clients before they arise.
Becky also maintains an active pro bono practice.
Continuing Education Units
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.”
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.