Nationally recognized employment attorney Bob Gregg will explain advanced FLSA concepts in an easily understandable way. You will learn how to handle complex situations in your organization and avoid personal liability.
Top Ten FLSA Issues
- Current hot topics for DOL audits
- Surprising FLSA/FMLA complications
- Personal liability
- De minimis time
- State laws
- Regular rate of pay inclusions
- Technology’s impact on the salaried exemption
- Definition of a “professional”
- Pay plans in writing
- The safe harbor
Handle complex FLSA issues for your organization. Learn how to apply the detailed rules and avoid personal liability.
The Fair Labor Standards Act (FLSA) is complex. It is challenging to keep up with the wage and hour basics, especially with changing expectations caused by the COVID-19 pandemic.
To maintain compliance, you need to know much more than the basics. The FLSA imposes different rules for different employees, classifications, and pay plans. You must master the surprising facts, pitfalls, interactions with other laws, and even personal liability implications.
Specifically, you should understand the top ten FLSA issues beyond the basics:
1. Current hot topics for DOL audits
2. Surprising FLSA/FMLA complications
3. Personal liability
4. De minimis time
5. State laws
6. Regular rate of pay inclusions
7. Technology’s impact on the salaried exemption
8. Definition of a “professional”
9. Pay plans in writing
10. The safe harbor
Who Should Attend?
- Human resources managers
- Department managers
- Chief financial officers
- Business owners
- Senior managers
- Employment attorney
- Chair of the employment practice group of Boardman & Clark in Madison, Wisconsin
- Litigates employment cases, representing employers in all areas of employment law
- 30 years of experience in employment relations
- Conducted more than 3,000 seminars
- This program has been approved for 1.5 general recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute.
- This program is valid for 1.5 PDCs for the SHRM-CP or SHRM-SCP.
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