1 Fair Labor Standards Act Part 541 Overtime Final Rule Presented by: Ivan L. Schraeder Lowenbaum Law 222 South Central Avenue, Suite 900 St. Louis, Missouri telephone facsimile Sponsored by:
2 Outline: White Collar Exemption Overview Overtime Final Rule Overview Final Rule Updates (Changes) Standard Salary Level Highly Compensated Employee (HCE) Annual Compensation Level Nondiscretionary Bonuses Automatic Updates Final Rule Non-Changes Salary Basis Test Job Duties Test for exempt status Other Exemptions not affected (e.g., outside sales, computer employees paid on hourly basis)
3 Exemptions and Exceptions There are numerous exemptions and exceptions from the minimum wage and/or overtime standards of the FLSA. The most common FLSA exemptions from overtime pay requirements are the administrative, executive, and professional employee exemptions, though there are many others.
4 White Collar Exemptions
5 White Collar Exemptions The most common FLSA minimum wage and overtime exemption often called the EAP or white collar exemption applies to certain: Executive Employees Administrative Employees Professional Employees
6 Three Tests for Exemptions Salary Basis Salary Level Job Duties In order to fall under one of these exemptions, the employee must be paid on a salary or fee basis not an hourly basis and the level must be at the rate specified in the regulations (currently $455/week but moving to $913/week as of 12/1/16) and the employee must meet the job duties test, which has not changed.
7 Highly Compensated Employees There is also a highly compensated employee exemption (HCE); currently the required annual salary for this exemption to apply is $100,000; this will increase to $134,004 effective 12/1/16. To qualify, the employee must perform office or non-manual work (this has not changed).
8 New Overtime Rule Changes Salary Level Increases Nondiscretionary Bonuses can now be used to make up part of the required weekly salary Automatic Updates to salary levels
9 New Overtime Rule Standard Salary Level and Highly Compensated Employees Standard salary level pursuant to 29 CFR Current Effective 12/1/2016 $455 $913 per week Highly Compensated Employee (HCE) pursuant to 29 CFR Current Effective 12/1/2016 $100,000 $134,004 per annum
10 New Overtime Rule Nondiscretionary Bonuses Nondiscretionary bonuses and incentive payments (including commissions) are forms of compensation promised in advance to employees (e.g., bonuses for meeting set production goals, retention bonuses, and commission payments based on a fixed formula). These nondiscretionary payments, under the new regulations effective 12/1/16, may be used to satisfy up to 10% of the standard salary level. Minimum of 90% (approximately $822) of standard salary level must be paid as a weekly salary. Payments must be paid on a quarterly or more frequent basis.
11 New Overtime Rule Catch-Up Payments If an employee does not earn enough from the nondiscretionary bonus, commission, or incentive payment in a given quarter to meet the standard salary level, an employer may make a catch-up payment within one pay period of the end of the quarter. Any such catch-up payment will count only toward the prior quarter s salary amount and not toward the salary amount in the quarter in which it is paid.
12 New Overtime Rule Highly Compensated Employees (HCE) HCEs must continue to receive at least the full standard salary level amount each pay period on a salary or fee basis without regard to the payment of nondiscretionary bonuses and incentive payments (no change to this principle). Nondiscretionary bonuses and incentive payments (including commissions) may be counted towards the highly compensated employees total annual compensation requirement (no change to this principle). The HCE test does not allow employers to credit nondiscretionary bonuses or incentive payments (including commissions) towards the standard salary level weekly requirement. THIS MEANS THE HCE MUST RECEIVE A SALARY OF AT LEAST $913/WEEK.
13 New Overtime Rule Automatic Updates Every three years beginning January 1, 2020, the standard salary and annual compensation levels will be automatically updated. At least 150 days before the effective date, the Secretary will publish a notice in the Federal Register of the updated salary and total annual compensation amounts that will be required.
14 New Overtime Rule Updating the Standard Salary Level Standard salary level updated to equal the 40 th percentile of weekly earnings of full-time salaried workers in the lowest-wage Census Region, which is in the South.
15 New Overtime Rule Updating HCE Compensation Level Highly compensated employees updated to equal the 90 th percentile of annualized earnings of full-time salaried workers nationally.
16 Salary Basis Test Regularly receives a predetermined amount of compensation each pay period (on a weekly or less frequent basis). The compensation cannot be reduced because of variations in the quality or quantity of the work performed. If the employer chooses to use nondiscretionary bonuses and incentive payments to meet the standard salary level, the employee must be paid at least 90% of the standard salary level for any week in which the employee performs any work. This means the minimum salary requirement for professional, executive, and administrative employees is $822/week if the employer will be adding bonuses/commissions quarterly or more often. Need not be paid for any workweek when no work is performed.
17 Deductions From Salary An employee is not paid on a salary basis if deductions from the predetermined salary are made for absences occasioned by the employer or by the operating requirements of the business. If the employee is ready, willing, and able to work, deductions may not be made for time when work is not available.
18 No Salary Requirements The salary level and salary basis tests do not apply to: Outside Sales Employees Doctors Lawyers Teachers Employees in certain computer-related occupations paid at least $27.63 per hour
19 New Overtime Rule No Changes No Changes: The Final Rule did not make any changes to the Duties Tests.
20 Executive Duties The employee s primary duty must be management of the enterprise or of a customarily recognized department or subdivision. The employee must customarily and regularly direct the work of two or more other full-time employees (or the equivalent of two full-time employees). The employee must have the authority to hire or fire other employees or make recommendations as to the hiring, firing, advancement, promotion, or other change of status of other employees that are given particular weight.
21 Administrative Duties The employee s primary duty must be the performance of office or non-manual work directly related to the management or general business operations of the employer or the employer s customers. The employee s primary duty must include the exercise of discretion and independent judgment with respect to matters of significance.
22 Administrative Duties (cont d) Work directly related to management or general business operations includes, but is not limited to, work in functional areas such as tax, finance, accounting, budgeting, auditing, human resources, legal and regulatory compliance, and similar activities. Discretion and independent judgment means that the employee has authority to make an independent choice, free from immediate direction or supervision.
23 Professional Duties Learned Professional: The employee s primary duty involves work which is predominantly intellectual in character and which includes duties requiring advanced knowledge in a field of science or learning customarily acquired by a prolonged course of specialized intellectual instruction;
24 Professional Duties (cont d) Artistic Professional: The employee s primary duty is the performance of work requiring invention, imagination, originality, or talent in a recognized field of artistic or creative endeavor.
25 Computer-Related Occupations To qualify for the computer employee exemption, the employee must receive either: A guaranteed salary or fee of $913 per week or more, or An hourly rate of not less than $27.63 per hour (this has not changed), and Must be employed as an analyst, computer programmer, software engineer, or other similarly skilled, and The primary duty must be in design, development, creations, systems analysis, etc. (as defined in the regulations).
26 Outside Sales Primary duty is Making sales, or Obtaining orders or contracts for services or facilities for consideration paid by customer, and Customarily and regularly engaged away from the employer s place(s) of business in performing such primary duty. No compensation test. This has not changed.
27 Issues Specific to State and Local Governments Compensatory Time: The new regulations do not changes the ability of state and local governments, pursuant to an agreement with employees or their representatives, to have non-exempt employees earn comp time instead of payment for overtime hours. The agreement may be evidence by simply a written policy or notice stating that comp time will be paid in lieu of overtime pay.
28 Issues Specific to State and Local Governments As always, comp time must be provided and one and one-half hour for each overtime hour worked. Most state and local government employees may accrue up to a total of 240 hours of comp time; law enforcement, fire protection and emergency response personnel, as well as employees engaged in seasonal activities may accrue up to 480 hours of comp time. Employees must be allowed to use comp time on the date requested, unless doing so would unduly disrupt the operations of the agency.
29 Issues Specific to State and Local Governments Fire and Police small-agency exemption. The FLSA provides an exemption from overtime for fire protection or law enforcement employees, if they are employed by and agency that employs fewer than five fire protection or law enforcement employees, respectively. Work periods rather than workweeks for fire protection or law enforcement employees. Employees engaged in fire protection or law enforcement may be paid overtime on a work period basis; a work period may be from 7 to 28 days in length. The rules and regulations governing this aspect of the FLSA has not changed.
30 Options for Compliance with New Regulations Raise Salaries: For employees who meet the duties test for either the administrative, executive or professional employee exemptions, and who regularly work overtime, but who fall below the $913/weekly pay rate, one alternative is to increase the weekly salary rate to $913/week, which is a fairly comfortable alternative when the employee s current salary is close to this rate.
31 Options for Compliance with New Regulations (cont d) Pay Overtime at the employee s regular rate. For example, if an employee meets the duties test for one of the exemptions, but is paid only $700/week, the employer may pay the employee at the hourly rate of $ When the employee exceeds 40 hours in a single workweek, the employee must be paid at the rate of $26.25 for each hour or portion thereof worked in excess of 40. Using this method, the employer then would only need to pay the employee for hours actually worked, resulting in a savings when the employee works fewer than 40 hours per week.
32 Options for Compliance with New Regulations (cont d) Salaried Basis of Payment for Employees working in excess of 40 hours/week; non-exempt salaried basis of payment. If an employee who otherwise meets the test for exempt status but is being paid less than the weekly minimum regularly works 50 hours/week, the employee may be paid only an additional half-time for the overtime hours up to 50 and 1-1/2 times his regular rate for hours over 50 in a single workweek.
33 Options for Compliance with New Regulations (cont d) By way of example, assume Joe is an HR manager earning $44,200 per year ($850/week) and is regularly scheduled to work 50 hours per week. If Joe works 50 hours in a workweek, and the employer uses the salaried non-exempt method of payment, the employer will owe Joe the additional half-time on the overtime hours for a total of $935 ($850/50 x.5 x 10 plus $850).
34 Options for Compliance with New Regulations (cont d) If Joe works in excess of 50 hours, he must receive time and one-half for all such hours. If he works 55 hours, he must be paid a total of $1, (($850/50 x.5 x 10) plus ($850/50 x 1.5 x 5) plus $850). NOTE: Using this method of payment, the employer MUST pay Joe his full weekly salary of $ even in workweeks when he does not work a full 40 hours the benefit to the employer is that less overtime pay is owed and the benefit to the employee is that he is paid full weekly salary (using the standard salaried basis of payment rules).
35 Options for Compliance with New Regulations (cont d) Reorganize workloads, adjust schedules, or spread work hours. Redistribute work or hire new employees to avoid employee overtime for those who will no longer qualify as exempt due to pay rate. Adjust Wages: An employer can adjust the amount of an employee s earnings to reallocate it between regular wages and overtime so that the total amount paid to the employee remains largely the same.
36 Questions?? QUESTIONS
37 Fair Labor Standards Act Part 541 Overtime Final Rule Presented by: Ivan L. Schraeder Lowenbaum Law 222 South Central Avenue, Suite 900 St. Louis, Missouri telephone facsimile Sponsored by:
The NEW White Collar Exemption Rule: How to Prepare Wednesday, June 15, 2016 Today s Presenter: Erin R. Nathan (319) 896-4013 firstname.lastname@example.org CLE Notice: This webinar is an accredited program
New Department of Labor Overtime Rules: Are You Ready? September 29, 2016 Katie Welch, M.A., SPHR BeachFleischman Topics Background Information Final Overtime Rule Overview What Does This Mean for You?
Exempt Employees Guidelines from the Fair Labor Standards Act (FLSA) 235 EXECUTIVE EXEMPTION DECISION CHART DOES THE EMPLOYEE RECEIVE A WEEKLY SALARY OF MORE THAN $250? YES -- Does the employee spent more
FAIR LABOR STANDARDS ACT(FLSA): IMPLICATIONS OF 2016 REGULATIONS June 14, 2016 Presented by: Sandi P. Tarski email@example.com om 512-454-6864 Alexander S. Berk firstname.lastname@example.org om 214-574-8800 1 FLSA BASICS
New Overtime Pay Rule Overview On May 18, 2016, the U.S. Department of Labor (DOL) released its final rule updating overtime requirements for employers. The rule takes effect December 1, 2016 and makes
New Overtime Rules JOHN BLANCHARD KRISTIN WINDTBERG The Fair Labor Standards Act The FLSA requires employers to pay overtime to all employees, unless exempt from the FLSA: Administrative Employee Executive
FLSA Resource Guide This guide is intended to help you comply with new rules under the Fair Labor Standards Act regarding overtime and employee classifications. October 2016 Cascade Employers Association
FLSA Exemption Test Worksheet Executive, Teaching, Professional, Administrative, and Computer Exemption Tests Federal law provides that certain PSU employees may be exempt from the overtime wage provisions
FLSA: Exemption Test Questionnaire Incumbent s Current Job Title: Incumbent Salary: Incumbent Name: Department: Supervisor s Name: Supervisor s Title: Date Completed: Completed by: Pay Band: Please note
EXEMPT VS. NON-EXEMPT Identifying Employee Classification Employee Classification Keeping it all straight The comptroller of a small company notices that her accounting clerk works a lot of overtime. In
Time to Talk Overtime New Fair Labor Standards Act Rules and Some Existing Rules to Live By Presenters Meghan Hill Principal, Columbus 614 365 2720 email@example.com Lindsay Gingo Of Counsel, Cleveland
The Final FLSA Overtime Rule Issue 4 2016 On May 18, 2016 the Department of Labor released the final rule regarding the overtime regulations of the Fair Labor Standards Act (FLSA). While the rule maintains
LITTLER MENDELSON, P.C. Preparing for Change: The DOL s Final Rule and Exempt Classifications Agenda A Quick Review DOL s Final Rule Preparing for Change What Are Your Options? 2 A QUICK REVIEW White Collar
FLSA Overtime Rule Implications and Strategies for Higher Education SPEAKERS Jim Ratchford Partner, Higher Education Practice Leader Garry Straker Health & Benefits, Compensation & Human Capital A Hard
EXECUTIVE Job Title: Note: When completing this worksheet for a position that has two or more incumbents, you must be able to answer all of SALARY LEVEL TEST Yes No Comments 1. Does the employee currently
Wage and Hour Law Update Brian M. O Neal McMahon Berger, P.C. 2730 North Ballas Road St. Louis, MO 63131 (314) 567-7350 firstname.lastname@example.org FLSA Collective Action Filings 8,304 FLSA collective actions
CITY OF NEW LONDON Fair Labor Standards Act (FLSA) Overtime Compensation Policy Issue Date: Revision Update(s): January 13, 2009 September 10, 2013 Policy Source: Cities and Villages Mutual Insurance Company
FLSA Game-Changing Rules for Boards of Education July 13, 2016 Jill E. Hall, Esquire Bowles Rice LLP 600 Quarrier Street Charleston, West Virginia 25301 304-347-1128 email@example.com Fair Labor Standards
+ Paying Salespeople: Commission, Overtime, and Minimum Wage Concerns Bryan P. Cavanaugh The Cavanaugh Law Firm October 12, 2017 + Is the salesperson exempt? The Outside Sales Exemption What does outside
FLSA Compliance Presented by Stephanie Buduhan, PSK LLP June 20, 2017 Discussion Topics History of the Fair Labor Standards Act Who Falls Under the FLSA? Exempt vs Nonexempt Compliance Tips Copyright June
SUMMARY OF AND FEDERAL LAW 110 West C Street, Suite 1300 San Diego, California 92101 (619) 682-4811 PROPERLY CLASSIFYING EMPLOYEES SALARY TEST SALARY TEST EXECUTIVE ADMINISTRATIVE PROFESSIONAL 1.salary
Pay Raises or Pay Overtime: The New DOL Salary Level Test Thomas W. Scroggins Rosen Harwood, P.A. Bank of Tuscaloosa Plaza Suite 200 Tuscaloosa, Alabama 35403 3206 Telephone (205) 344 5000 firstname.lastname@example.org
NEW FEDERAL REGULATIONS REDEFINE EXEMPT EMPLOYEE STATUS By: William James Rogers, Esquire Thomson, Rhodes & Cowie, P.C. Introduction On April 23, 2004, the U.S. Department of Labor published in the Federal
FLSA Compliance: Exempt vs. Non-exempt Classification Audit **FEDERAL** State exemption tests may vary. When state laws differ, employers must follow the rules that most favor the employee. Please call
WAGE & HOUR ISSUES: FLSA, COACHES AND CASTLE ROCK Tracy M. Miller School Law Employment & Labor Relations FLSA AND STATE LAW FAIR LABOR STANDARDS ACT & MINIMUM WAGE ACT FLSA federal Establishes minimum
The Fair Labor Standards Act FLSA email@example.com Michelle Perris Human Resources Consultant Carol Emge Human Resources Consultant 1 Overtime updates will extend protections to 4.2 million workers
Small Business Owners Beware! The FLSA is Changing By Philip T. Segura May 18, 2016 While many people were busy debating the need to raise minimum wage to $15 per hour, the Department of Labor (DOL) silently
The DOL s Final White-Collar Exemption Regulations Presented for CEDIA Members October 13, 2016 Tami A. Earnhart ICE MILLER LLP tami.earnhart@ (317) 236-2235 Ice Miller LLP 2016. This presentation is not
DEPARTMENT OF LABOR S NEW OVERTIME RULES: WHAT CHARTER SCHOOLS NEED TO KNOW Presented to: Thursday, September 29, 2016 Today s Presenters 2 Paul Holtzman, Esq. Partner Krokidas & Bluestein LLP Providing
Connecticut Department of Labor Wage and Workplace Standards Division Worksheet to Help Determine Exempt/Non-Exempt Status of Managerial or Executive Employees* This analysis is meant only to be a guideline
How The New FLSA Rules Impact Nonprofits: What You Need To Know Presented by: Sidney Abrams and Alicia Schoshinski Tuesday, June 28, 2016 ABOUT NONPROFIT HR Since 2000, Nonprofit HR has worked with thousands
Fair Labor Standards Act June 2016 Roger L. Bates Hand Arendall LLC 2001 Park Place North Birmingham, AL 35203 firstname.lastname@example.org Fair Labor Standards Act ( FLSA ) Establishes standards for minimum
NEW WHITE COLLAR EXEMPTION REGULATIONS What Does It Mean for Employers? Paul A. Wilhelm (313) 309-4269 pwilhelm@ WHY DO I CARE? The Fair Labor Standards Act ( FLSA or Act ) enacted in 1938 as part of the
The Fair Labor Standards Act HELPING DEALERS UNDERSTAND UPDATES TO THE WHITE COLLAR EXEMPTIONS AND ENSURE COMPLIANCE WITH OTHER RELEVANT FLSA EXEMPTIONS COMMONLY USED IN EQUIPMENT DEALERSHIPS. 1. Welcome/Overview
Countdown to the New DOL Regulations September 2016 Presented By: Lee Schreter Atlanta, GA email@example.com (404) 760-3938 Tammy McCutchen Washington DC (202) 414-6857 firstname.lastname@example.org Ready
Federal Exemption Guidelines for Salaried Employees Presented by Marie Davis, Esq. Landegger Baron Law Group, ALC Exclusively Representing Employers Employment Law, Advice, Litigation and Solutions www.landeggeresq.com
New Reality for Exempt Employees Pittsburgh Employment Law Conference Amanda MacDonald Carly Osadetz (412) 394-2507 (313) 965-8464 amacdonald@ cosadetz@ October 15, 2015 TOPICS TO BE COVERED Current Department
FLSA: Final Rule THOMAS R. HEARD, MBA, MS ASSISTANT DIRECTOR OF HUMAN RESOURCES JESSICA NORTHCUTT HRIS/TRAINING MANAGER What is FLSA? 2 The FLSA establishes minimum wage, overtime pay, recordkeeping, and
FLSA Changes Overtime Regulations and How They Affect You Fair Labor Standards Act (FLSA) Establishes minimum wage & overtime standards Distinguishes between exempt and nonexempt (overtime eligible) employees
Legal Q & A Updated By Heather M. Lockhart, TML Assistant General Counsel, and Lola Wilson, TML Law Clerk On March 13, 2014, President Obama signed a Presidential Memorandum directing the Department of
California Exempt vs. n-exempt Test as of 1/1/2016 Executive Exemption: The executive exemption applies to one who is in charge of unit or department within a company, and who ordinarily supervises the
Guide to Navigating the Proposed Overtime Regulations Table of Contents Section I Introduction 2 Section II The FLSA: Let s Get Back to Basics 3-6 -FLSA Coverage -Enterprise Rule -Individual Employee Coverage
Department of Labor Finalizes New Overtime Regulations DOL Substantially Raises Salary Thresholds Used in Determining Overtime Exemptions but Does Not Change Regulations Defining Duties Required of Exempt
A publication of Hunter Business Law Copyright 201 6 Overtime Pay Compliance for a New Era of Employment Law: Effective Strategies and Planning Tools for Employers A GUIDE TO EMPLOYMENT COMPLIANCE LAST
THE NEW FEDERAL OVERTIME EXEMPTIONS 1 JUNE 17, 2004 On April 23, 2004, the U.S. Department of Labor (DoL) issued final revisions to the white-collar exemptions from overtime under the Fair Labor Standards
2016 Fair Labor Standards Act (FLSA) Changes Toolkit for Managers and Supervisors 2016 Fair Labor Standards Act (FLSA) Changes Toolkit for Managers and Supervisors About This Toolkit More university staff
2011 WAGE AND HOUR OVERVIEW INDEX I. OVERVIEW OF APPLICABLE LAWS...1 A. Fair L abor Standards Act...1 B. North Carolina Wage and Hour Act...3 II. TERMS OF ART...4 A. Work week...4 B. Regular rate...4 C.
Change in Overtime Regulations - Frequently-Asked Questions 1. What is the Fair Labor Standards Act (FLSA)? The FLSA is a federal law that establishes minimum wage, overtime pay, recordkeeping, and youth
WAGE AND HOUR: A PRIMER ON FLSA COMPLIANCE 2016 Labor & Employment Law Conference Mario R. Bordogna (412) 394-2487 email@example.com Connie M. Cessante (313) 965-8329 firstname.lastname@example.org clarkhill.com
Reducing the financial impact of the New FLSA Overtime Rules Sponsored by Trupp HR, Inc. Presented by: Jean Roque Trupp HR President + Founder Breea Gale HR Business Partner Today s Presenters Breea Gale
Published on e-li (http://ctas-eli.ctas.tennessee.edu) February 10, 2018 Dear Reader: The following document was created from the CTAS electronic library known as e-li. This online library is maintained
Mid Year Trending HR Topics for 2016 The Executive's Roadmap to Best-in-Class HR Strategy 2015 TriNet Group, Inc. All rights reserved. Reproduction or distribution in whole or part without express written
WHO ARE YOU CALLING, "MANAGER"? THE PROPOSED WHITE-COLLAR EXEMPTION OVERTIME REGULATIONS 32 nd Annual Labor & Employment Conference Paul W. Coughenour Anne-Marie Vercruysse Welch (248) 988-5862 (248) 988-1810
DOL Final Rule on FLSA Exemptions Table of Contents Webinar PowerPoint Presentation Faculty Bios Supplementary Materials Provided by the DOL DOL Final Rule on FLSA Exemptions Thursday, July 28, 1:00 PM
Federal Guidelines Administrative Exemption To qualify for the administrative employee exemption, all of the following tests must be met: - The employee must be compensated on a salary or fee basis (as
A new federal wage regulation proposed by the Department of Labor raises salary thresholds in a way that significantly expands the number of employees who must be paid time and a half for overtime. Here
WAGE & HOUR COMPLIANCE THE DOL IS COMING. ARE YOU READY? LeadingAge New York HR Summit Mark A. Moldenhauer, Esq. April 8, 2014 Wage and Hour Concerns Independent Contractors Frequency of Pay Deductions
FAIR LABOR STANDARDS ACT MINIMUM WAGE AND OVERTIME BREAKS FOR NONEXEMPT EMPLOYEES COMPENSATORY TIME ACCRUAL PAYMENT FOR ACCRUED TIME USE Unless an exemption applies, a district shall pay each of its employees
Bernard J. Bieg and Judith A. Toland CHAPTER 2 PAYROLL ACCOUNTING 2014 2014 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted
District of Columbia Wage-Hour Rules 7 DCMR 900 et seq. 900 GENERAL PROVISIONS... 1 901 [RESERVED]... 2 902 PAYMENT OF MINIMUM WAGE... 2 903 GRATUITIES... 3 904 LODGING AND MEALS... 3 905 COMMISSIONS...
DIFFERENCES BETWEEN AFSCME CONTRACT AND REGULATIONS - NON-EXEMPT EMPLOYEES AFSCME GENERAL CONCEPTS Definition of Overtime Definition of Hours Worked For both full & part-time employees, hours worked over
Angelo State University Operating Policy and Procedure OP 52.28: Hours of Work, Overtime, and Compensatory Time DATE: January 23, 2017 PURPOSE: REVIEW: The purpose of this Operating Policy/Procedure (OP)
Navigating Wage & Hour Regulations TUESDAY, NOVEMBER 3, 2015 10:00 11:00 AM CST WEDNESDAY, NOVEMBER 4, 2015 1:30 2:30 PM CST OFFICE FOR HUMAN RESOURCES DIOCESE OF SPRINGFIELD IN ILLINOIS Information in
Employee Wage/Title Designator Purpose This function is for compliance with the 2009 New York State Employment Law requirement for informing hired employees about the hours, earnings, and overtime rates
Fair Labor Standards Act Wage and Hour Pitfalls FLSA Wage and Hour Pitfalls Presented by: Howard M. Brown Bartlett Hackett Feinberg P.C. 155 Federal Street, 9 th floor Boston, MA 02110 (617) 422-0200 email@example.com
Working Hours and the FLSA: Hot Topics for Departmental Business Staff Elizabeth Schwartz Today s Presentation FLSA Basics Exempt vs. Nonexempt Salary Basis Job Duties Working Hours Hot Topics Exempt employees
System-wide Pay Plan and Overtime Regulations Session for AABS Elizabeth Schwartz Director of Workforce Management firstname.lastname@example.org 979.845.0357 employees.tamu.edu FOLLOW US ON: Topics Background Basic
Back to Basics: Exempt or Nonexempt How to Avoid Misclassification 21 st Annual PIHRA Legal Update January 2008 Veronica M. Gray, Partner Nossaman Guthner Knox & Elliott LLP 18101 Von Karman Ave., Suite
FLSA Regulation Changes (Effective December 1, 2016) June 2016 FLSA Regulation Changes Changes Non-Exempt if paid a salary below the minimum salary level threshold. Minimum Salary Level If paid above the
Staff Employee Compensation Plan Administrative Procedures Guide 2017-2018 2/18/16 kk Page 1 Table of Contents A. Organization Pay Plan... Error! Bookmark not defined. B. Job Classification...4 C. Exemption
Analysis of the Impact of the U.S. Department of Labor s Overtime Rule on Counties DOL Releases Final Rule May 18, 2016 On May 18, 2016, Vice President Joe Biden, Secretary of Labor Thomas Perez and Sen.
FAIR LABOR STANDARDS ACT (FLSA) PROPOSED UPDATES HOW WE GOT HERE June 30, 2015 U.S. Department of Labor announced proposed update to regulations about FLSA s minimum wage and overtime standards. July 6,
NSU FLSA Guidelines, Information and Tips for Supervisors As a supervisor, you should have received copies of the notification letters that were sent to those employees transitioning from exempt to non-exempt
DOL IRS ACA Oh My Soup of the Day HR Alphabet ACA FLSA IRS DOL This presentation is intended to provide a summary of information and resources available from Department of Labor, Internal Revenue Service
Published on e-li (http://eli.ctas.tennessee.edu) January 03, 2018 Calculating Overtime Pay Dear Reader: The following document was created from the CTAS electronic library known as e-li. This online library
Sec. 14-168. - Attendance; workweek; overtime compensation, etc. (a) Definitions. Unless otherwise indicated, the following words shall, for purposes of this section, have the following meanings: (1) Compensatory
FLSA Changes: Implementation Guide This guide is the second of a two-part series we have developed to assist you in making changes in order to comply with the new exempt employee minimum salary rule, effective
Approved: Effective: October 18, 2017 Review: February 22, 2017 Office: Human Resources Topic No.: 250-010-005-h Department of Transportation PURPOSE: EXCESS WORK HOURS/OVERTIME PROCEDURE This procedure
Fair Labor Standards Act (FLSA) Update for Employees Miranda Pratt, Manager, Human Resources Laura Boyd, Assistant Director, Human Resources November 2016 Agenda Today We will Answer What is the Fair Labor
Guide to Fair Labor Standards Act (FLSA) And PISD Regulations What does it Regulate? Minimum Wage Requirements Employee Status Overtime Requirements Child Labor Provisions Recordkeeping Who is Covered?
Arizona Minimum Wage Act Frequently Asked Questions and Answers Under A.R.S.23-364(A), which became effective January 1, 2007, the Industrial Commission of Arizona was given the authority to enforce and
Paying Overtime Under the FLSA: Part 1 Presented on Wednesday, April 5, 2017 HOUSEKEEPING Credit Questions Topic Speaker HOUSEKEEPING Certificates delivered by email no later than 5/05/2017 Be watching
Welcome to the Wage and Hour Issues in Life Sciences: Strategies to Avoid Litigation Webcast Please dial in to the audio portion: 866.963.7123. The line will remain silent until we begin the presentation.
GEORGIA DEPARTMENT OF CORRECTIONS Standard Operating Procedures Functional Area: Subject: Working Hours, Overtime, and Compensatory Time (FLSA) Revises Previous Authority: Page 1 of Donald/Owens I. POLICY:
NEW FEDERAL OVERTIME RULES Jennifer G. Redmond, SheppardMullin Brian S. Fong, SheppardMullin October 25, 2016 WEBINAR INFORMATION To ensure good sound quality, all attendees will be muted during the webinar.