Description
Gain a better understanding of the regulatory foundation of the fluctuating workweek.
With the advent of the Biden administration, the Wage and Hour Division of the U.S. Department of Labor will be even more assertive in its enforcement of the minimum wage and overtime provisions of the Fair Labor Standards Act. During the last year of the Trump administration though, the Labor Department under the leadership of then Secretary of Labor, Eugene Scalia, and Wage and Hour Administrator, Cheryl Stanton, revised new interpretations of fluctuating workweek methodology of overtime compensation for certain nonexempt employees paid a salary. Contrary to agency guidance issued in 2011, these revised rules clarify that payments of bonuses and certain other forms of premium pay should not invalidate an employers use of fluctuating workweek methodology in the calculation of overtime pay. This topic will provide an indepth discussion of the fluctuating workweek, explore its legal and regulatory foundation and history, and analyze whether and to what extent the revised 2020 rules, are likely to receive deference in the courts. To date, the Biden Administration has not indicated its intent to revise these revised rules, although that approach could change over time. The information will also review practical compliance solutions. This material is critical for employers who want a thorough understanding of the benefits and risks of the fluctuating workweek in the current wage and hour enforcement climate.
Date: 2021-07-28 Start Time: 1:00 PM ET End Time: 2:00 PM ET
Learning Objectives
* You will be able to define fluctuating workweek.
* You will be able to discuss DOL fluctuating workweek guidance.
* You will be able to review 2020 rulemaking and revised regulations.
* You will be able to identify the practical impact on employers.