Description
Learn how to handle complex issues and avoid costly mistakes.Once exempt under the Fair Labor Standards Act, employees do not necessarily remain exempt for the duration of their employment. Actions taken, or not taken, by employers can and do jeopardize the exemptions claimed, leading unknowing employers down the path to potentially ruinous liability for unpaid minimum wages and overtime. This topic is designed to help you identify issues which jeopardize exempt status and correct them and to address certain myths regarding what you can and cannot do. Topics to be covered will include payment on a salary basis, permissible and impermissible deductions from salary, supplementing salary with additional payments, reducing salaries or hours, required use of paid time off, performing nonexempt work and more. Identify and resolve thorny problems that jeopardize exempt status
Date: 2024-02-13 Start Time: End Time:
Learning Objectives
Overview of Fair Labor Standards Act and State Laws
• Minimum Wage and Overtime Obligations
• Exemptions, Including Duties, Minimum Salary, and Salary Basis Requirements
Mistakes and Myths Regarding Employer Actions That May Jeopardize Exempt Status
• Deductions From Pay for Absences From Work
• Partial Day Deductions vs. Full Day Deductions
• Additional Duties
• Pay or Compensation in Addition to Salary
• Substitution of Paid Leave
• Recordkeeping
• Periodic Reductions in Pay and Hours
• Furloughs
• Payment of Fees in Lieu of Salary
• Recoupment of Overpayments or Charges for Damages to Company Property
Best Practices for Avoiding Mistakes
• Deduction Procedures
• Safe Harbor Provisions
AIPB ,CLE (Please check the Detailed Credit Information page for states that have already been approved) ,HR Certification Institute ,SHRM ,Additional credit may be available upon request. Contact Lorman at 866-352-9540 for further information.
Patrick M. Madden-K&L Gates LLP
