Why Should You Attend:
Making sure that employees are properly classified as exempt or non-exempt can be a daunting task. Misclassification of employees as exempt can be costly in terms of penalties and back pay awards for overtime compensation. This session will discuss the ways that employers can stay compliant as well as some of the ways employers have found themselves in trouble.
Both the federal Department of Labor and State Wage and Hour agencies are engaged in enforcement initiatives concerned with misclassification of employees as exempt from the Fair Labor Standards Act overtime requirements. Employers are often confused as to which exemptions may apply to a particular employee.
In this session you will learn how to determine whether an employee qualifies for exemption from the FLSA minimum wage and overtime requirements. How to handle certain employee absences from work, including FLSA intermittent leave, use of paid time off for part day absences, and employer actions that can lead to disqualification.
Areas Covered in the Webinar:
Who Will Benefit:
Pat Haggerty is a tax practitioner, author, and educator. His work experience includes non-profit organization management, banking, manufacturing accounting, and tax practice. He began teaching accounting at the college level in 1988. He is licensed as an Enrolled Agent by the U. S. Treasury to represent taxpayers at all administrative levels of the IRS and is a Certified Management Accountant. He has written numerous articles and a monthly question and answer column for payroll publications. In addition, he regularly develops and presents webinars and presentations on a variety of topics including Payroll tax issues, FLSA compliance, and information return reporting.
The Fair Labor Standards Act provides a number of exemptions to the overtime and minimum wage standards. This webinar discusses the requirements for the “white collar” exemptions for executive, administrative, and professional employees and the facts that must be established in asserting the exemption including the salary basis of payment, the employee’s primary duty, and that the employee regularly and customarily performs the primary duty.
The Department of Labor has proposed new rules for exempt employees. The new rules are expected to increase the minimum salary threshold for exempt employees and revise the duties tests for classification of employees as exempt from the overtime requirements of the Fair Labors Standards Act.
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