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Overtime Injunction! Handling Planning, Employee Communications and Strategies for the Overtime Overhaul

webinar Overtime Injunction! Handling Planning, Employee Communications and Strategies for the Overtime Overhaul

You Will Learn:

  • The pros and cons of postponing changes, if you haven’t made them yet
  • Identifying the areas that will be impacted by any changes, including HR, payroll, timekeeping, and more
  • Communication strategies to minimize negative effects on employee morale – and productivity
  • Reclassifying newly exempt employees back to non-exempt: Pitfalls to look out for, and the argument for and against this move
Watch the pre-recorded web conference
$269.00
Sale Price
$0.00 Ends 12/31
 

What should you do now that the Overtime Rule is blocked?

Now that a federal district court judge has issued a preliminary injunction against the new overtime rules that were to go into effect on Dec. 1st, many employers are asking “what should we do now?”

Well, for a start, it puts you in a delicate balancing act.

  • If you’ve already made changes, do you revert back to your previous pay practices, meaning some difficult conversations with employees, as well as the possibility of having to do an about-face if the rule stays in place?
  • Do you reclassify newly exempt employees as non-exempt again, possibly opening yourself up to lawsuits from aggrieved employees?
  • Do you keep moving forward and align your pay practices with the rule as it stands? Are there benefits – or negatives – to that approach?

Honestly, the pay practices are the easy part – how do you handle communicating these changes to your employees without creating unhappy and confused workforce?  Fact is, even if the changes are coming from government regulations – you are still seen as the “bad guy”.

Learning Objectives

Join C4CM and our power-packed panel of leading employment law attorneys in this breaking news webinar to learn how to handle this “first-ever” tricky situation for employers.

During this critical session, you will learn:

  • The pros and cons of postponing changes, if you haven’t made them yet
  • Identifying the areas that will be impacted by any changes, including HR, payroll, timekeeping, and more
  • Communication strategies to minimize negative effects on employee morale – and productivity
  • Reclassifying newly exempt employees back to non-exempt: Pitfalls to look out for, and the argument for and against this move
  • Potential legal issues that could arise from your workforce – can you be sued?
  • Timeline for the rule finalization: When you need to be prepared for firm changes

Bring your real-world questions and get insight into how to best move forward in this murky legal environment to avoid business disruptions, unhappy workforces, and plaintiffs’ lawyers.

Product ID: 9066

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Faculty

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.

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.

Tracy A. Miller
Tracy A. Miller
Shareholder, Ogletree Deakins

Ms. Miller represents management in all facets of labor and employment law and civil rights, including wage and hour law, employment discrimination law, wrongful termination, executive employment contracts, trade secrets/non-compete agreements, sexual harassment, drug and alcohol testing, and personnel policies and manuals.  She also provides counseling to employers on litigation avoidance by concentrating on preventive measures and designing strategies to ensure compliance with state and federal laws.

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 1.50 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.

Get the Answers to Your Most Pressing Questions & Discover How You Can Launch a Quick Plan of Action!

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