New Over Time Rules & Pay Scenarios

In May 2016, the Department of Labor (DOL) published new rules that will increase the minimum salary requirement to be considered exempt from overtime under the Fair Labor Standards Act (FLSA). The DOL estimates that approximately 4.2 million workers will be impacted. While the final rules don’t take effect until December 1, 2016, employers should act now to assess the impact on their business and develop a plan for compliance.
Now is also a good time to ensure that your pay practices comply with the FLSA. Classifying workers and knowing when to pay employees for time spent traveling, in training, or during rest breaks can be confusing.

In this one-hour presentation we will cover:
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An overview of the FLSA
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Exempt vs. non-exempt status
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The DOL’s changes to exemption criteria
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New minimum salary requirements effective December 2016
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Options for complying with the final rules
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How the final rules impact policies and practices related to after-hours work, overtime and time tracking
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Independent contractor vs. employee tests
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How to handle pay related to off-the-clock work, travel, training and more

Register here.