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Dealing with the new changes in the definition of Exempt status under the FLSA

Dealing with the new changes in the definition of Exempt status under the FLSA

      Duration: 60 Minutes

Faculty: Michael Haberman      Level: Intermediate      Course ID: 1138

Overview:

In December of 2017 the Obama administration tried to change the requirements for claiming an employee was exempt from being paid overtime. That was challenged in court and was never implemented. It did, however, raise the awareness that the Fair Labor Standards Act was in need of revision. The Trump Administration Department of Labor has solicited comments from the public on what recommendations should be instituted. As a result a new salary level has been set that was effective January 2020. If you have not yet made these changes you are in violation of the FLSA and you need to make these changes today.

Why should you Attend:

Violations of the allowed overtime exemptions can create a hefty financial burden if not corrected. Backpay and due overtime payments, and potential penalties can cost a company considerable money. Save yourself this pain and suffering by making sure you exempt employees are truly exempt.

Areas Covered:

  • What exemptions are affected by the regulatory changes
  • What organizations were affected by these changes
  • What changes will need to be made
  • How will this affect workers
  • What organizational changes will need to be made
  • What behavioral changes will need to be made
  • How will employees need to be managed differently

Who Will Benefit:

The key audience includes everyone who is responsible for ensuring compliance with the Fair Labor Standards Act. This includes

  • Vice Presidents of HR
  • Human Resource Managers
  • HR generalist
  • Payroll administrators
  • Office managers
  • Accounting managers
  • Operations managers
  • HR Managers
  • Business Owners
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President, Omega HR Consulting