The Fair Labor Standards Act:

Transcription

1 The Fair Labor Standards Act: Exemption Changes and Challenges Presented by: Melanie L. Webber, Esq. Phone: (440) fisherphillips.com What's Going On? U.S. Labor Department published new definitions for certain exemptions under the federal Fair Labor Standards Act Last changed in 2004 Revisions will affect most employers in at least some way Management should be thinking about: What this means for the organization What steps to take in response 1

2 Four Main FLSA Requirements 1. A minimum wage (currently $7.25 an hour; but note that some states have higher minimum wage) 2. Premium pay for overtime work (at a rate of 1.5 times the regular rate of pay for over 40 hours worked in a single workweek) 3. Certain recordkeeping, including accurate time records 4. Limitations on the employment of minors under 18 What are Exemptions? Exempt : Not Subject To One Or More FLSA Requirements Some apply only to the overtime requirements, some apply to the minimum wage and overtime requirements Default rule: Everybody is non exempt, unless an exemption clearly applies New rules affect most white collar exemptions from minimum wage and overtime 2

3 White Collar Exemptions Affected Executive, Administrative, Professional Also Computer Employees, Highly Compensated varieties Three general requirements for most of them: Paid on a salary basis Salary is at least a certain amount Employee performs specific kinds of work Example: Executive Exemption Primary duty is managing the enterprise or a customarily recognized department or unit Customarily and regularly directs the work of two or more other employees Authority to hire or fire, or suggestions and recommendations about hiring, firing, advancement, promotion, other status changes are given particular weight Paid on a salary basis at a rate of at least $455 a week (for now) 3

4 Example: Administrative Exemption Primary duty is office or non manual work directly related to management or general business operations of the employer or the employer's customers This work includes the exercise of discretion and independent judgment as to matters of significance Paid on a salary basis at a rate of at least $455 a week (for now) Possibly one of the most often erroneously applied FLSA exemptions Other Examples Job titles do not determine exemption status, but some examples of employees who might meet the requirements for other white collar exemptions include: Learned : Professional: Doctor, Some Engineers, Teacher, Scientist Creative Professional: Painter, Musician, Screenwriter Computer Employee: Programmer, Software Engineer, Systems Analyst Highly Compensated: Project Manager who meets compensation test but meets only one of the duties required for the administrative exemption 4

5 What Is Changing? Effective December 1, 2016, minimum salary threshold will be $913 per week (paid on a salary basis ) Requirement still applies each pay period (not annualized) Effective December 1, 2016, total annual compensation threshold for highly compensated employee exemption will increase to $134,004 Thresholds will be updated every three years, with 150 days notice Last week: 21 states are challenging the Dept. of Labor s right to make these changes. Two lawsuits were filed in Texas last week. We continue to advise employers to prepare and now and not wait until the 11 th hour to make appropriate changes Likely Exemption Changes 5

6 What Is Changing? Employers will be able to satisfy up to 10% of the salary threshold from nondiscretionary bonuses and incentive payments Includes commissions Can count only those paid quarterly or more frequently Cannot do this as to the salaries of employees treated as exempt under the highly compensated exception Any Exceptions? No, for the most part Time Limited Non Enforcement Policy for providers of Medicaid funded services for individuals with intellectual or developmental disabilities in residential homes and facilities with 15 or fewer beds USDOL won t enforce $913 threshold Extends through March 17, 2019 Separate USDOL materials on non profits, governments, higher education provide no exceptions but expand upon USDOL s views 6

7 What Should You Do? Immediately evaluate exempt employees current status, develop action plan Continue to treat some or all as white collar exempt? Treat as exempt on some other basis? Consider the FLSA alternatives (but don't forget the applicable laws of other jurisdictions) Are They Really Exempt? Default position: Each employee is non exempt, that is, each is subject to FLSA's requirements Exemptions are strictly interpreted Specific requirements apply The employer has the legal burden to prove when challenged that each one is met Otherwise, the employer loses 7

8 Are They Really Exempt? Exemptions relate to individuals Not to job descriptions, pay classifications, positions, job groups, conventional wisdom, etc. Detailed, accurate, current job information is essential Must be based upon actual work, real facts Opponents will dig into what the employees actually do Job descriptions alone do not make employees exempt Are They Really Exempt? Outlines, checklists: Helpful, but aren't the final answer An illusion of analysis and certainty Most points can't be reduced simply to Yes, No Quick and easy evaluations usually leave serious vulnerabilities Independent understanding and analysis of each factor and circumstance are essential 8

9 Another Exemption? Does your organization qualify for the recreational exemption (receipts for lowest 6 months are 1/3 or less of calendar year receipts) Check applicable state and local laws What If They're Non Exempt? Different ways to pay non exempt workers, such as: Pay by the hour? Pay a salary as straight time compensation for 40 hours (or some other number)? Pay a salary as straight time compensation for all hours? Pay on a commissions plus overtime basis? Another approach (for example, a day rate, job rate, or piece rate basis)? Check applicable state and local laws 9

10 Accurate Timekeeping If non exempt, must keep accurate records of worktime: Know everything that counts Have a system and policies for capturing the time accurately Train employees to follow it Train supervisors/managers to enforce consistently Periodically see whether the time records appear to be accurate What Else Should You Do? Exemptions aside, are you sure you're 100% in compliance? Publicity will cause all employees (exempt or not) to focus upon their pay (the 2004 changes did) Find out now where you stand, especially if it s been a while since you looked Are you sure you are accurately recording worktime, properly computing overtime, making only lawful deductions, correct about all independent contractors...? 10

11 Non Compliance Consequences Back wages, plus equal amount ( liquidated damages ) Civil money penalties up to $1,100 per person Two year limitations period, three years if willful Court ordered compliance in the future (possible contempt of court for later violations) Non Compliance Consequences Pay plaintiff s reasonable attorney's fees, costs (and yours) Possible individual management liability Possible criminal penalties Diversion, distraction, disruption Adverse publicity 11

12 Making Corrections Consider announcing when making other changes related to new exemption rules Correct going forward or make employees whole? If make back pay correction, obtain employee s acknowledgment and use talking points for explanation Remember that employees cannot waive their wagehour rights ½ time v. 1 ½ time calculation of back pay Common Misclassification Issues Assistant golf professionals Managers/supervisors of fewer than 2 full time employees Assistant managers or assistant controllers ( managers in training ) Administrative/clerical positions Each position requires a case by case analysis 12

13 Other Related Issues Can We Dock Salary? Salary basis of pay means that an employee receives a fixed, predetermined amount, subject to very limited deductions, for any week in which any work is performed Docking destroys the overtime exemption for executive, administrative, professional, and highly compensated employees However, docking is permissible for all other categories of employees 13

14 Salary Basis Safe Harbor Provision Must clearly communicate policy prohibiting improper deductions, and Establish and communicate the complaint mechanism for improper deductions, and Reimburses employees for any improper deductions, and Make a good faith commitment to comply in the future Compensable Time FLSA defines Employ: Suffer or permit to work Supreme Court has two point test for what qualifies as work: Whether the activity is controlled or required by the employer; and Whether the activity is pursued necessarily and primarily for the benefit of the employer s business. USDOL and courts have construed hours worked to include all time an employer knows or has reason to know an employee spends in activities that are work under the Supreme Court s definition 14

15 Compensable Time Generally, at least all time you require an employee to be on your premises, on duty, or at a prescribed workplace You must accurately record and pay for all work you permit, even if it is not required or requested Discipline employees if they work when they are not supposed to be working Compensable Time Common Issues Meal periods: unpaid as long so long as employee is completely relieved of duty and is not interrupted (not sitting at desk taking calls) Rest periods: not required by FLSA but those of short duration usually count as hours worked and must be paid (say, minutes) Holidays, vacations or illnesses: FLSA does not require that you count these absences from work as hours worked 15

16 Compensable Time Common Issues Waiting Time: compensable if engaged to wait but not compensable if waiting to be engaged On Call Time: depends how restricted employee is in using time for his or her own purposes Training Time: if required for employee to attend it is compensable Travel Time: depends if in town, out of town, time of travel (during employee s normal work schedule regardless of day of the week), and how employee is traveling (riding v. driving) Time Records The employer shall maintain an accurate record of the hours worked by each non exempt employee each day and each week The employer can delegate this duty to employees, but it remains responsible for compliance No required format: Punched time cards, handwritten time sheets, computer log, etc., so long as they are accurate Most accurate: Punched time card There is no fine for failing to require employees to keep accurate records However, without good time records, you are at your employees mercy 16

17 Independent Contractors No clear line Depends on the forum you are in Different tests: Economic realities test Right of control test IRS 20 point test Independent Contractors So What? Wage and Hour: failure to pay wages due IRS: penalties for failure to withhold taxes Unemployment: failure to make proper contributions Negligent hiring / retention Unemployment compensation Workers compensation Negligence toward third party 17

18 Wage Hour Self Audit Make sure that you know who is exempt Evaluate options for addressing new salary requirements (be careful with online opinions and checklists) Pay overtime when overtime is due Are you including commissions, bonuses and incentives in the calculation of regular rate? Revise your job descriptions Wage Hour Self Audit Know who is your employee and who is not Clean up time records Eliminate comp time Evaluate your treatment of minors (e.g., wage agreements, mandatory breaks, hours of work, hazardous jobs, minor labor law requirements) Know the state law differences (e.g., exemptions, overtime, minimum wage, employment of minors, deductions from pay) 18

19 What if You Think an IC is Misclassified? Three Options: Do nothing Reclassify the worker to employee status Retain as IC but restructure the working relationship Final Questions Presented by: Melanie L. Webber, Esq. Phone: (440)