HOW IN-HOUSE COUNSEL CAN PREVENT SEXUAL HARASSMENT AND WAGE HOUR ISSUES FROM DAMAGING THE WORKPLACE

Size: px
Start display at page:

Download "HOW IN-HOUSE COUNSEL CAN PREVENT SEXUAL HARASSMENT AND WAGE HOUR ISSUES FROM DAMAGING THE WORKPLACE"

Transcription

1 HOW IN-HOUSE COUNSEL CAN PREVENT SEXUAL HARASSMENT AND WAGE HOUR ISSUES FROM DAMAGING THE WORKPLACE Presented by: Robert Rosenthal, Esq Howard Hughes Pkwy, Ste Las Vegas, NV

2 Sexual Harassment Defined Form of sexual discrimination that involves unwelcome sexual advances, requests for sexual favors, and other verbal, or physical conduct of a sexual nature, when: Submission to such conduct is made either explicitly or implicitly a term or condition of a person s job, pay or career, or Submission to or rejection of such conduct is used as a basis for career or employment decisions affecting that person, or Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creates an intimidating, hostile or offensive working environment. 2

3 Two Types Of Sexual Harassment: 1) Quid Pro Quo Submission to such conduct is made (either explicitly or implicitly) a term or condition of an individual s employment, or rejection of such conduct is used as the basis for employment, or decisions affecting the individual. Harasser has position of power or authority over the person being harassed. Refusal to submit will tangibly affect the individual s term or conditions of employment. 3

4 Two Types Of Sexual Harassment: 2) Hostile Work Environment Definition: Unwelcome and demeaning sexually related behavior that creates an Intimidating, hostile, or offensive work environment. 4

5 Hostile Work Environment Cont. Elements Of Hostile Environment Sexual Harassment. 1. The employee was subjected to verbal or physical conduct of a sexual nature; 2. The conduct was unwelcome; and 3. The conduct was sufficiently severe or pervasive to alter the conditions of her employment and create an abusive working environment. (The working environment must be perceived as abusive both subjectively and objectively from the perspective of a reasonable person with the same characteristics as the plaintiff. 5

6 Examples Of Hostile Environment PHYSICAL Leering, elevator eyes, winking Licking lips, displaying/giving sexually suggestive pictures or cartoons Stroking, grabbing, patting, hugging, pinching, provocatively posing, Cornering or blocking passageway Clothing adjustments, back rubs 6

7 Hostile Environment Everybody likes a good backrub, right? Women never know when men are leering at them. 7

8 Examples of Hostile Environment VERBAL Sexual Harassment Profanity, off-colored jokes Sexual comments, threats Whistling, barking, grunts, growling Passing rumors of sexual acts or involvement 8

9 9

10 10

11 Is It Sexual Harassment? Ask yourself the following: Is the behavior or innuendo sexual in nature? Is the behavior unwelcome? Does the behavior create a hostile or offensive work environment? Have sexual favors been demanded, requested, or suggested -- especially as a condition of employment, career, and job success? 11

12 Do s And Don ts Say It If You Must, But Don't Type It. "Nice haircut"... "You look great today" Keep compliments clear, and say them in person, when your tone and body language can be read. "It's OK to give someone a respectful compliment, without the 'Ohhh, baby' body language." Assume that everything you write down is going to live forever and will come back to haunt you. 12

13 Do s And Don ts Con Noon is okay; but midnight -- not so much Watch your timing. ing something to a coworker like, "You really took the reins at the meeting today," might be flattering if you sent it right after the meeting from your office computer. But doing it at home, from your personal account, at 3 a.m., is just asking for trouble. Too Much Information Don t discuss your personal life with subordinates and vice versa. 13

14 Social Networking Sites Facebook, Twitter, etc. Watch Your Posts! Don't put anything on a social networking site that you wouldn't want children, your grandmother and three reporters to see. 14

15 Retaliation It is illegal to retaliate against employees who bring complaints or otherwise participate in enforcement of the act or who oppose discrimination based on sex. 15

16 Retaliation To establish a claim of retaliation, an employee must prove: 1. She was engaged in statutorily protected participation in a legal or complaint proceeding, or in opposition to the complained of actions; 2. The employer knew about the plaintiff s activity; 3. The employer took action that was adverse to the employee; and 4. There was a causal connection between the protected activity and the adverse action. 16

17 Damages An individual who proves sexual harassment may be entitled to: Hiring, reinstatement, or upgrading with or without back pay. Payment of money damages for an injury or loss, including lost wages, front pay, reasonable attorney s fees. Money damages for mental anguish, emotional distress, and humiliation. Payment of all or a part of the complainant s costs. Payment of a civil fine. Injunctive relief. 17

18 Avoiding Sexual Harassment Claims Have A Sexual Harassment Policy. An effective sexual harassment policy has three statements: 1. The company will not tolerate sexual harassment; 2. Persons complaining of sexual harassment will not suffer retaliation; and 3. Persons who commit sexual harassment of company employees will be disciplined. 18

19 Avoiding Sexual Harassment Claims Cont. Have a comprehensive and clear complaint procedure. Train all employees. Make all supervisors and managers take ownership. Investigate all complaints 1. Use two investigators, if possible. 2. Create a confidential file. 3. Conduct interviews in a private room. 19

20 Companies With Employees In California Assembly Bill 1825 (sexual harassment training law) Must have 50 or more employees. must provide training to managers, supervisors and leadpeople every 2 years. Training must be at least 2 hours long. Training must be interactive. Failure to comply could result in punitive damages. 20

21 WAGE AND HOUR ISSUES IN THE WORKPLACE

22 NEVADA S MINIMUM WAGE $7.25: With health care benefits. $8.25: Without health care benefits. Expected to remain the same through at least

23 How To Calculate Overtime Under Nevada law, an employee who earns less than 1 ½ times the minimum wage ($ with health care benefits, $ without health care benefits) is entitled to daily overtime for all hours worked over eight (8) in any workday. If an employee s hourly wage is more than 1 ½ times the state s minimum wage, overtime is not calculated on a daily basis. Instead, overtime is only paid when an employee works more than 40 hours per week (at the rate of 1 ½ times the individual s hourly wage). 23

24 Employees On Commission: Are They Entitled To OT? No OT for salespeople in retail or service if: 1. They earn more than time and half per hour, and 2. More than 50% of their paychecks come from commissions. If both prongs are not met, then overtime must be paid, and commissions must be included as part of an employee hourly wage. 24

25 Overtime Exemptions The FLSA provides an exemption from both minimum wage and overtime pay for employees who are employed in a bona fide: Executive; Administrative; Professional; or Outside Sales capacity. Certain computer employees may be exempt professionals under Section 13(a)(1) or exempt under Section 13(a)(17) of the FLSA. 25

26 Potential Overtime Violations 1. Banking extra hours worked one week to be paid the next week at straight time. The DOL looks at each week in and of itself for the purposes of calculating overtime. It is is generally not a permissible method of compensating non-exempt employees for overtime hours worked. 26

27 Potential Overtime Violations Cont. 2. Bonus or incentive compensation If a bonus is measured by production, hours, or efficiency, or it is so substantial that it can be assumed that employees consider it part of their wages and not a gift from the employer, it must be included when calculating the regular rate for overtime purposes. A purely discretionary bonus does not have to be included. 27

28 Potential Overtime Violations Cont. 3. Not paying overtime to field service workers, such as technicians, engineers, etc. 4. Not paying overtime to assistant managers. 5. Not paying employees for all hours (e.g secretary who always stays late). 6. Not paying overtime to IT employees. 7. Reclassifying employees from exempt to nonexempt status, without paying them any back-pay. 28

29 How Do I Determine If Employees Salary Level Are Hourly Or Salary? Salary Basis Job Duties 29

30 Minimum Salary To Be Exempt For most employees, the minimum salary level required for exemption is $455 per week. Must be paid free and clear. The $455 per week may be paid in equivalent amounts for periods longer than one week: Biweekly: $910 Semimonthly: $ Monthly: $1,

31 Highly Compensated Test Total annual compensation (including bonuses and commissions) of at least $100,000. Employee performs office or non-manual work. Employee customarily and regularly performs one or more of the exempt duties for executive, administrative or professional exemptions. Not available for non-management production line workers, maintenance workers, carpenters, etc. 31

32 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. Must be paid the full salary for any week in which the employee performs any work. Need not be paid for any workweek when no work is performed. 32

33 Jobs Without Salary Requirements The salary level and salary basis tests do not apply to: Outside Sales Employees Doctors Lawyers Teachers Certain computer-related occupations paid at least $27.63 per hour 33

34 Executive Exemption To qualify, an employee must satisfy all of the following: 1. His primary duty consists of managing a business, a department, or division; 2. He regularly supervises two or more employees; 3. He has the authority to hire and fire other employees, or his word in such decisions is given weight; 4. He Who does not devote more than 20% of his hours to work described in (1)-(3); and 5. He earns $455 or more per week. 34

35 Administrative Exemption To qualify, an employee must satisfy all of the following: He must be paid a salary ($455+ per week); His 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; and His primary duty includes the exercise of discretion and independent judgment with respect to matters of significance. 35

36 Professional Exemption To qualify, an employee must satisfy all of the following: He must be paid a salary ($455+ per week); His primary duty must be the performance of work requiring advanced knowledge, defined as work which is predominantly intellectual in character and which includes work requiring the consistent exercise of discretion and judgment; The advanced knowledge must be in a field of science or learning; Must have a degree. 36

37 Creative Professional Exemption To qualify, an employee must satisfy all of the following: He must be paid a salary ($455+ per week); The employee s primary duty must be the performance of work requiring invention, imagination, originality or talent in a recognized field of artistic or creative endeavor. 37

38 Some Nonexempt Professions Accounting clerks and bookkeepers who normally perform a great deal of routine work. Cooks who perform predominantly routine mental, manual, mechanical or physical work. Paralegals and legal assistants. Engineering technicians. 38

39 Summer Interns Summer interns are exempt from minimum wage and overtime only if all they satisfy all parts of the following 6-part test: 1. The internship, even though it includes actual operation of the facilities of the employer, is similar to training which would be given in an educational environment; 2. The internship experience is for the benefit of the intern; 3. The intern does not displace regular employees, but works under close supervision of existing staff; 4. The employer derives no immediate advantage from the activities of the intern and on occasion its operations may actually be impeded; 5. The intern is not entitled to a job at the end of the internship; and 6. The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship. 39

40 BREAK TIME 10 minutes every 3 ½ hours. No beaks if employee works less than 3 ½. If employee works 7 hours, employee only receives 1 break. * Employees may voluntarily agree to forgo any rest period or meal period, but the employer has the burden of proving their agreement. 40

41 TRAVEL AND TRAINING Must be paid if it s time worked. Travel from home to work is not work time unless Pay for training me be avoided if the training is required by an outside agency -- but be careful! 41

42 Can I Dock A Salaried Employee s Pay? Yes, if a salaried employee is absent from work for one or more full days for personal reasons (can only dock full days). Yes, based on sickness or disability; but only if it complies complies with a plan, policy or practice. Yes, to offset any amounts received as payment for jury fees, witness fees, or military pay. Yes, for un-paid disciplinary suspensions of one 1 or more full days imposed in good faith for workplace conduct rule infractions. 42

43 Paycheck Deductions Paycheck deductions are permitted. Employees must provide written consent. Authorization must be specific. No blanket authorizations. Cannot deduct paycheck overpayment, even if accidental. 43

Fair Labor Standards Act Guide

Fair Labor Standards Act Guide Fair Labor Standards Act Guide Executive Employee Exemption not less than [minimum wage x 40 hours] per week exclusive of board, lodging or other facilities, AND Primary duty is management of the enterprise

More information

Wage & Hour Exempt Employees, the Salary Basis Test and Unlawful Deductions. By: Christina Lewis

Wage & Hour Exempt Employees, the Salary Basis Test and Unlawful Deductions. By: Christina Lewis Wage & Hour Exempt Employees, the Salary Basis Test and Unlawful Deductions By: Christina Lewis Exemptions under the FLSA Executive Employees Administrative Employees Professional Employees Computer Employees

More information

EXEMPT VS. NON-EXEMPT Identifying Employee Classification

EXEMPT VS. NON-EXEMPT Identifying Employee Classification 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

More information

Understanding Exemptions Under the FLSA

Understanding Exemptions Under the FLSA Understanding Exemptions Under the FLSA Introduction The Fair Labor Standards Act (FLSA) was passed in 1938. It set standards for child labor, minimum wage and overtime pay. Since the passage of the Equal

More information

Compensation and Salary Administration

Compensation and Salary Administration Compensation and Salary Administration 1 Ori Murdock, SPHR HR Manager of G&A Partners Provides HR assistance and support to over 250 companies through out Texas and various other states. Over 15 years

More information

Small Entity Compliance Guide

Small Entity Compliance Guide Wage and Hour Division United States Department of Labor Small Entity Compliance Guide to the Fair Labor Standards Act s White Collar Exemptions > For more information visit www.dol.gov/whd The Department

More information

THE ARCHDIOCESE OF SAINT PAUL AND MINNEAPOLIS

THE ARCHDIOCESE OF SAINT PAUL AND MINNEAPOLIS THE ARCHDIOCESE OF SAINT PAUL AND MINNEAPOLIS 2015 EMPLOYMENT LAW UPDATE SEMINAR Pay Issues Affecting Exempt (and Non-Exempt) Employees P R E S E N T E D B Y T h o m a s B. W i e s e r INTRODUCTION The

More information

WHAT EMPLOYERS NEED TO KNOW ABOUT RECENT CHANGES TO THE FLSA REGULATIONS

WHAT EMPLOYERS NEED TO KNOW ABOUT RECENT CHANGES TO THE FLSA REGULATIONS Spring 2005 BY JEFFREY A. DRETLER WHAT EMPLOYERS NEED TO KNOW ABOUT RECENT CHANGES TO THE FLSA REGULATIONS On April 20, 2004, the U.S. Department of Labor (DOL) announced changes to the white collar exemptions

More information

PIMA COUNTY, ARIZONA BOARD OF SUPERVISORS POLICY

PIMA COUNTY, ARIZONA BOARD OF SUPERVISORS POLICY PIMA COUNTY, ARIZONA BOARD OF SUPERVISORS POLICY D 23.17 1 of 6 Background It is the policy of the Board of Supervisors that all of its managers and supervisors are versed in the requirements of the Fair

More information

Topic: They re Here (Are You Ready?): The New FLSA Regulations

Topic: They re Here (Are You Ready?): The New FLSA Regulations THE RESOURCE A Legal Newsletter for Employers & Human Resource Professionals By: L. Diane Tindall & Mary S. McCrory Attorneys-at-Law Issue XXI Summer 2004 Topic: They re Here (Are You Ready?): The New

More information

California State University

California State University California State University Office of the Chancellor The Fair Labor Standards Act (FLSA): White Collar Exemption Guidelines Human Resources Administration 2004 The FLSA and White Collar Exemption Guidelines

More information

The Fair Labor Standards Act and the Connecticut Wage and Hour Law: Executive, Administrative and Professional Exemptions

The Fair Labor Standards Act and the Connecticut Wage and Hour Law: Executive, Administrative and Professional Exemptions The Fair Labor Standards Act and the Connecticut Wage and Hour Law: Executive, Administrative and Professional Exemptions Fair Labor Standards Act Federal Minimum Wage: $7.25/hour Connecticut Minimum Wage:

More information

FAIR LABOR STANDARDS ACT UPDATE: The Fair Pay Rules. Matthew Scott Disbrow, Esq.

FAIR LABOR STANDARDS ACT UPDATE: The Fair Pay Rules. Matthew Scott Disbrow, Esq. FAIR LABOR STANDARDS ACT UPDATE: The Fair Pay Rules Matthew Scott Disbrow, Esq. I. THE FAIR LABOR STANDARDS ACT The United States Congress passed the Fair Labor Standards Act, 29 U.S.C. 210, et. seq. (

More information

FLSA AND WAGE PAYMENT

FLSA AND WAGE PAYMENT FLSA AND WAGE PAYMENT EMPLOYMENT LAW CERTIFICATE SERIES: BUILDING WORKPLACES THAT WIN 12 AUGUST 2015 David Dubberly* and Jimmy Byars *Specialist in Employment and Labor Law ddubberly@nexsenpruet.com jbyars@nexsenpruet.com

More information

Why Should Businesses Care About Wage and Hour Laws?

Why Should Businesses Care About Wage and Hour Laws? MCFADDEN, WHITE SPRATTLIN & DAVIS LLC Society of Human Resource Management Rome Chapter Monthly Meeting - May 12, 2015 How To Avoid Costly Wage and Hour Lawsuits and Agency Investigations By Nancy S. Sprattlin,

More information

What is Sexual Harassment

What is Sexual Harassment What is Sexual Harassment {PRIVATE}What? The EEOC has defined sexual harassment in its guidelines as: Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual

More information

Overview of Changes to Regulations. Among other changes, the new regulations:

Overview of Changes to Regulations. Among other changes, the new regulations: On April 20, 2004, in an attempt to better accommodate the realities of the modern workplace, the United States Department of Labor ( DOL ) published regulations changing the standards governing whether

More information

EMPLOYMENT & LABOR LAW FLASH FOCUS

EMPLOYMENT & LABOR LAW FLASH FOCUS EMPLOYMENT & LABOR LAW FLASH FOCUS THE FEDERAL DEPARTMENT OF LABOR ISSUES NEW REGULATIONS GOVERNING EXEMPT EMPLOYEES The federal Department of Labor (DOL) recently issued new regulations governing the

More information

WESTFIELD PUBLIC SCHOOLS SEXUAL HARASSMENT POLICY

WESTFIELD PUBLIC SCHOOLS SEXUAL HARASSMENT POLICY File: ACAB WESTFIELD PUBLIC SCHOOLS SEXUAL HARASSMENT POLICY I. Introduction It is the goal and policy of Westfield Public Schools to promote a workplace and learning environment that is free of sexual

More information

4. EMPLOYMENT LAW. LET S GO LEGAL: The Right Road to Compliance & Protection KNOW KNOW MORE. 1. Minimum Wage & Overtime

4. EMPLOYMENT LAW. LET S GO LEGAL: The Right Road to Compliance & Protection KNOW KNOW MORE. 1. Minimum Wage & Overtime 4. EMPLOYMENT LAW KNOW There are five key areas of Employment Law for nonprofit to be aware of: 1. Minimum Wage & Overtime: Federal, State, and in some cases Local law regulates employers pay practices

More information

FLSA : is not an acronym for

FLSA : is not an acronym for FLSA : is not an acronym for Fairly Long Standing Agony The FAIR LABOR STANDARDS ACT Presented by: Jane Allen Fall 2008 Objectives Three Sessions Session I Overview of FLSA Hours Worked Session II Overtime

More information

At-will employment is a fundamental principal of US employment:

At-will employment is a fundamental principal of US employment: At-will employment is a fundamental principal of US employment: Most US employees are employed at-will meaning that an employee can leave his or her employment at any time without notice, for any reason

More information

Wage & Hour Issues in Today's A/E Industry Hosted By ACEC Washington

Wage & Hour Issues in Today's A/E Industry Hosted By ACEC Washington Wage & Hour Issues in Today's A/E Industry Hosted By ACEC Washington September 5, 2012 David K. Eckberg & Kara R. Masters Skellenger Bender, P.S. deckberg@skellengerbender.com kmasters@skellengerbender.com

More information

How to Avoid Emerging Wage & Hour Risks: Exempt or Non- Exempt, Contractor Liability & Minimum Wage Hikes

How to Avoid Emerging Wage & Hour Risks: Exempt or Non- Exempt, Contractor Liability & Minimum Wage Hikes How to Avoid Emerging Wage & Hour Risks: Exempt or Non- Exempt, Contractor Liability & Minimum Wage Hikes Jonathan C. Sterling, Shareholder, Carlton Fields Jorden Burt, P.A. The Onslaught Continues Wage

More information

THE FAIR LABOR STANDARDS ACT: AN OVERVIEW

THE FAIR LABOR STANDARDS ACT: AN OVERVIEW THE FAIR LABOR STANDARDS ACT: AN OVERVIEW MATERIALS BY: ALLISON SCHAFER, LEGAL COUNSEL/DIRECTOR OF POLICY PRESENTED BY: CHRISTINE SCHEEF, STAFF ATTORNEY NORTH CAROLINA SCHOOL BOARDS ASSOCIATION July 2013

More information

Loan Officer Compensation Briefing

Loan Officer Compensation Briefing Loan Officer Compensation Briefing October, 2010 POE Group, Inc. Management consulting firm established in 1997 Clients range from small firms to mid caps Areas of Expertise Total reward systems Executive

More information

DEPARTMENT OF PUBLIC WORKS MANAGEMENT MANUAL

DEPARTMENT OF PUBLIC WORKS MANAGEMENT MANUAL DEPARTMENT OF PUBLIC WORKS MANAGEMENT MANUAL Personnel Directive Subject: PROCEDURE FOR PREVENTING AND/OR RESOLVING PROBLEMS RELATED TO SEXUAL HARASSMENT ADOPTED BY THE BOARD OF PUBLIC WORKS, CITY OF LOS

More information

Exempt or Not Exempt? The Fair Labor Standards Act (FLSA)

Exempt or Not Exempt? The Fair Labor Standards Act (FLSA) Exempt or Not Exempt? The Fair Labor Standards Act (FLSA) Background and Purpose The Fair Labor Standards Act (FLSA) is a U.S. Federal Law enacted in 1938 to prohibit employers from taking advantage of

More information

Exempt vs. Nonexempt: How to Find and Fix Misclassification Mistakes

Exempt vs. Nonexempt: How to Find and Fix Misclassification Mistakes Exempt vs. Nonexempt: How to Find and Fix Misclassification Mistakes Presented by: Austin E. Smith Ogletree Deakins Thursday, June 27, 2013 1:30 p.m. to 3:00 p.m. Eastern 12:30 p.m. to 2:00 p.m. Central

More information

The Basics of Sexual Harassment

The Basics of Sexual Harassment The Basics of Sexual Harassment Sexual Harassment is a violation both of Federal Law and the laws of most states. For employers, it is fairly easy to take steps to prevent sexual harassment and to defeat

More information

DOL Proposed Changes to FLSA Overtime Rules

DOL Proposed Changes to FLSA Overtime Rules DOL Proposed Changes to FLSA Overtime Rules Presented by: Mike Bourgon Mike Conroy Introduction On June 30, 2015, the United States Department of Labor (DOL) released proposed regulations that would modify

More information

Moreover, sexual harassment is a violation of federal, state and county fair employment laws.

Moreover, sexual harassment is a violation of federal, state and county fair employment laws. Sexual harassment interferes with a productive working environment, interjects irrelevant considerations into personnel decisions and generally demeans employees who are victims of harassment. Moreover,

More information

HOT GOODS AND FAIR LABOR STANDARDS ACT COMPLIANCE

HOT GOODS AND FAIR LABOR STANDARDS ACT COMPLIANCE HOT GOODS AND FAIR LABOR STANDARDS ACT COMPLIANCE TEXAS WINE AND GRAPE GROWERS ASSOCIATION ANNUAL CONVENTION--FEBRUARY 19, 2015 Presented by: Ann Abrams Price, Esq. Boulette Golden & Marin ann@boulettegolden.com

More information

EMPLOYER S LIABILITY FOR SEXUAL HARASSMENT BY SUPERVISORS. Charges of Sexual Harassment Are a Small Business Nightmare Statistics Bare This Out.

EMPLOYER S LIABILITY FOR SEXUAL HARASSMENT BY SUPERVISORS. Charges of Sexual Harassment Are a Small Business Nightmare Statistics Bare This Out. EMPLOYER S LIABILITY FOR SEXUAL HARASSMENT BY SUPERVISORS Charges of Sexual Harassment Are a Small Business Nightmare Statistics Bare This Out. Last year, 15,222 charges of sexual harassment were filed

More information

It is the responsibility of the Agency Head, or their designee, to determine whether any exemption is applicable to particular employees.

It is the responsibility of the Agency Head, or their designee, to determine whether any exemption is applicable to particular employees. Page 1 of 10 EXEMPTION OF EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, AND COMPUTER EMPLOYEES UNDER THE FLSA The exempt or non-exempt status of any particular employee must be determined on the basis of whether

More information

Federal and New York Wage & Hour Laws. NYSAIS April 20, 2011

Federal and New York Wage & Hour Laws. NYSAIS April 20, 2011 NYSAIS April 20, 2011 Presented by Mark E. Brossman Scott A. Gold Adam J. Rivera Schulte Roth & Zabel LLP 212.756.2000 Governing Law Fair Labor Standards Act ( FLSA ) Federal wage and hour law that requires

More information

Common Payroll Pitfalls. Presented by: Christopher Brown, SPHR January 25, 2012

Common Payroll Pitfalls. Presented by: Christopher Brown, SPHR January 25, 2012 Common Payroll Pitfalls Presented by: Christopher Brown, SPHR January 25, 2012 1 Who is an Employee An employer-employee relationship generally exists if the person contracting for services has the right

More information

GBAA SEXUAL HARASSMENT AND OTHER ILLEGAL HARASSMENT, DISCRIMINATION AND SEXUAL VIOLENCE POLICY FOR SCHOOL DISTRICT EMPLOYEES

GBAA SEXUAL HARASSMENT AND OTHER ILLEGAL HARASSMENT, DISCRIMINATION AND SEXUAL VIOLENCE POLICY FOR SCHOOL DISTRICT EMPLOYEES GBAA SEXUAL HARASSMENT AND OTHER ILLEGAL HARASSMENT, DISCRIMINATION AND SEXUAL VIOLENCE POLICY FOR SCHOOL DISTRICT EMPLOYEES Category P Required by Law I. GENERAL STATEMENT OF POLICY Objective The District

More information

NEW JERSEY STATE POLICY PROHIBITING DISCRIMINATION IN THE WORKPLACE

NEW JERSEY STATE POLICY PROHIBITING DISCRIMINATION IN THE WORKPLACE NEW JERSEY STATE POLICY PROHIBITING DISCRIMINATION IN THE WORKPLACE I. POLICY a. Protected Categories The State of New Jersey is committed to providing every State employee and prospective State employee

More information

GUIDANCE ON SEXUAL HARASSMENT FOR ALL EMPLOYERS IN NEW YORK STATE

GUIDANCE ON SEXUAL HARASSMENT FOR ALL EMPLOYERS IN NEW YORK STATE ANDREW M. CUOMO Governor HELEN DIANE FOSTER Commissioner GUIDANCE ON SEXUAL HARASSMENT FOR ALL EMPLOYERS IN NEW YORK STATE STATUTORY REQUIREMENTS Sex discrimination is unlawful pursuant to the New York

More information

Sexual harassment includes unwelcome sexual advances, requests for sexual favors and verbal or physical conduct of a sexual nature when:

Sexual harassment includes unwelcome sexual advances, requests for sexual favors and verbal or physical conduct of a sexual nature when: State of Wisconsin Department of Workforce Development Equal Rights Division Civil Rights Bureau Wisconsin Fair Employment Law #2 in a Series Harassment IN THE WORKPLACE Harassment in the Work Place 1.

More information

Bender s Article on MCAD Sexual Harassment Guidelines. by David B. Wilson 1. Introduction

Bender s Article on MCAD Sexual Harassment Guidelines. by David B. Wilson 1. Introduction Bender s Article on MCAD Sexual Harassment Guidelines The Massachusetts Commission Against Discrimination s Sexual Harassment Guidelines: Blueprint for Proper Behavior in the People s Republic of Massachusetts

More information

SEXUAL HARASSMENT. Definition of sexual harassment In Massachusetts, the legal definition of sexual harassment is:

SEXUAL HARASSMENT. Definition of sexual harassment In Massachusetts, the legal definition of sexual harassment is: ACAA Also GBB SEXUAL HARASSMENT It is the goal of the Milton School Committee and the Milton Public Schools to promote a school environment and workplace that is free of sexual harassment. Sexual harassment

More information

Compensation Basics For Managers and Supervisors

Compensation Basics For Managers and Supervisors Compensation Basics For Managers and Supervisors Truths About Compensation Truth #1: Compensation management is more of an art than a science. 2 Truths About Compensation Many elements influence pay decisions

More information

Sexual Harassment Awareness and Prevention Education Manual. Sexual Harassment is Illegal

Sexual Harassment Awareness and Prevention Education Manual. Sexual Harassment is Illegal Sexual Harassment Awareness and Prevention Education Manual This manual is to help educate the University community about sexual harassment in an effort to prevent its occurrence and to provide information

More information

WELCOME TO THE FAIR LABOR STANDARDS ACT. Randall D. Van Vleck General Counsel New Mexico Municipal League Santa Fe, New Mexico Rvanvleck@nmml.

WELCOME TO THE FAIR LABOR STANDARDS ACT. Randall D. Van Vleck General Counsel New Mexico Municipal League Santa Fe, New Mexico Rvanvleck@nmml. WELCOME TO THE FAIR LABOR STANDARDS ACT Randall D. Van Vleck General Counsel New Mexico Municipal League Santa Fe, New Mexico Rvanvleck@nmml.org I. What is the Fair Labor Standards Act? The Fair Labor

More information

Decision-Making on Exempt/Non-Exempt Status. A Resource for Department/Office Heads and Other Managers

Decision-Making on Exempt/Non-Exempt Status. A Resource for Department/Office Heads and Other Managers Human Resources Decision-Making on Exempt/Non-Exempt Status A Resource for Department/Office Heads and Other Managers If you have any questions about these materials, please contact Human Resources DECISION-MAKING

More information

August 2007 Education and Membership Development Department

August 2007 Education and Membership Development Department August 2007 Education and Membership Development Department Table of Contents Title VII of the Civil Rights Act of 1964 3 What is Sexual Harassment? 3 4 How Can Sexual Harassment Occur? 4 5 When is an

More information

City of Minneapolis Fair Labor Standards Act Procedures for Exempt Employees (Link to Policy)

City of Minneapolis Fair Labor Standards Act Procedures for Exempt Employees (Link to Policy) City of Minneapolis Fair Labor Standards Act Procedures for Exempt Employees (Link to Policy) Applies to: All employees classified as exempt as defined by the Fair Labor Standards Act (FLSA). These procedures

More information

The State of Sexual Harassment in America: What is the Status of Sexual Harassment in the US Workplace Today?

The State of Sexual Harassment in America: What is the Status of Sexual Harassment in the US Workplace Today? The State of Sexual Harassment in America: What is the Status of Sexual Harassment in the US Workplace Today? Steven V. Cates, DBA, SPHR Lynn Machin, Kaplan University, USA ABSTRACT The purpose of this

More information

Risk Management and Litigation Avoidance An ounce of prevention is worth a pound of cure.

Risk Management and Litigation Avoidance An ounce of prevention is worth a pound of cure. Risk Management and Litigation Avoidance Risk Management and Litigation Avoidance An ounce of prevention is worth a pound of cure. 2012 COSE Small Business Conference October 25-26, 2012 Presented by Robert

More information

Classification of Employees as Exempt v. Non-Exempt Under the Fair Labor Standards Act. By Maureen E. Carr, Esq.

Classification of Employees as Exempt v. Non-Exempt Under the Fair Labor Standards Act. By Maureen E. Carr, Esq. Classification of Employees as Exempt v. Non-Exempt Under the Fair Labor Standards Act By Maureen E. Carr, Esq. The Fair Labor Standards Act ( FLSA ) is a wide-reaching employment law that establishes

More information

THE CITY OF SAN DIEGO M E M O R A N D U M. All City Employees, Elected Officials, Contract Workers and Volunteers

THE CITY OF SAN DIEGO M E M O R A N D U M. All City Employees, Elected Officials, Contract Workers and Volunteers THE CITY OF SAN DIEGO M E M O R A N D U M DATE: TO: FROM: SUBJECT: All City Employees, Elected Officials, Contract Workers and Volunteers Kevin Faulconer, Mayor Jan Goldsmith, City Attorney Judy von Kalinowski,

More information

Chapter 07300 and 07400 SUPERSEDES MANAGEMENT BULLETIN 99-09

Chapter 07300 and 07400 SUPERSEDES MANAGEMENT BULLETIN 99-09 STATE OF CALIFORNIA DATE: 07/23/03 NO. 03-07 EXPIRES: Indefinite DEPARTMENT OF JUSTICE JUS 400 (REVISED 7/85) DISTRIBUTION: A - MANAGEMENT MANAGEMENT BULLETIN B - MGMT & SUPERVISORY X C - ALL EMPLOYEES

More information

Sexual Harassment By Marcia Eager, LCSW, CEAP

Sexual Harassment By Marcia Eager, LCSW, CEAP Sexual Harassment By Marcia Eager, LCSW, CEAP Recently we have heard about some high profile sexual harassment cases in the media. I thought this was a good time to remind all of us about sexual harassment

More information

Published on e-li (https://ctas-eli.ctas.tennessee.edu) June 29, 2016 Executive, Administrative and Professional Exemptions

Published on e-li (https://ctas-eli.ctas.tennessee.edu) June 29, 2016 Executive, Administrative and Professional Exemptions Published on e-li (https://ctas-eli.ctas.tennessee.edu) June 29, 2016 Executive, Administrative and Professional Exemptions Dear Reader: The following document was created from the CTAS electronic library

More information

Practical Advice for Classifying Employees. Presented by. Sandy Rappaport Mike Moye

Practical Advice for Classifying Employees. Presented by. Sandy Rappaport Mike Moye Practical Advice for Classifying Employees Presented by Sandy Rappaport Mike Moye 106 Classifying Employees General General Presumption Federal Law Fair Labor Standards Act California Law Wage Orders Labor

More information

Town of Salisbury 5 Beach Road Salisbury, Massachusetts 01952

Town of Salisbury 5 Beach Road Salisbury, Massachusetts 01952 Town of Salisbury 5 Beach Road Salisbury, Massachusetts 01952 This policy is applicable to all employees of the Town of Salisbury. For those employees covered by Collective Bargaining Agreements, the provisions

More information

COUNTY OF RIVERSIDE, CALIFORNIA BOARD OF SUPERVISORS POLICY. Policy Subject: Number Page. HARASSMENT POLICY AND COMPLAINT PROCEDURE C-25 1 of 3

COUNTY OF RIVERSIDE, CALIFORNIA BOARD OF SUPERVISORS POLICY. Policy Subject: Number Page. HARASSMENT POLICY AND COMPLAINT PROCEDURE C-25 1 of 3 HARASSMENT POLICY AND COMPLAINT PROCEDURE C-25 1 of 3 PURPOSE: The purpose of this policy is to establish a strong commitment to prohibit and to prevent unlawful harassment in employment, and to set forth

More information

U.S. Department of Labor Announces New FairPay Rules

U.S. Department of Labor Announces New FairPay Rules April 30, 2004 U.S. Department of Labor Announces New FairPay Rules The Fair Labor Standards Act of 1938 (FLSA) requires that employers pay certain employees overtime pay, at time and one-half the regular

More information

SEXUAL HARASSMENT POLICY PROCEDURES FOR MANAGERS

SEXUAL HARASSMENT POLICY PROCEDURES FOR MANAGERS Town of Greenfield, Massachusetts Human Resources Department SEXUAL HARASSMENT POLICY PROCEDURES FOR MANAGERS Table of Contents Topic Page Policy Provisions 2 Definitions 3 Types of Sexual Harassment 4

More information

BB. An Update on the Fair Labor Standards Act and How the New White Collar Exemption Regulations will Affect Long Term Care Facilities

BB. An Update on the Fair Labor Standards Act and How the New White Collar Exemption Regulations will Affect Long Term Care Facilities BB. An Update on the Fair Labor Standards Act and How the New White Collar Exemption Regulations will Affect Long Term Care Facilities Cohen & Grigsby PC Pittsburgh, PA Cohen & Grigsby, PC Pittsburgh,

More information

CENTRAL VIRGINIA LEGAL AID SOCIETY, INC.

CENTRAL VIRGINIA LEGAL AID SOCIETY, INC. CENTRAL VIRGINIA LEGAL AID SOCIETY, INC. 1000 Preston Ave, Suite B 101 W Broad, Ste 101 2006 Wakefield Street Charlottesville, VA 22903 Richmond, VA 23241 Petersburg, VA 23805 434-296-8851 (Voice) 804-648-1012

More information

NEW COLLEGE OF FLORIDA REGULATIONS MANUAL. Chapter 3 Administrative Affairs

NEW COLLEGE OF FLORIDA REGULATIONS MANUAL. Chapter 3 Administrative Affairs 3-4018 Discrimination/ Harassment NEW COLLEGE OF FLORIDA The College shall actively promote a community in which diversity is valued. The College is committed to promoting an environment free from discrimination

More information

Overtime Exemptions and Misclassification Issues: Brewing Wage and Hour Violations Could Seriously Interrupt Your Craft

Overtime Exemptions and Misclassification Issues: Brewing Wage and Hour Violations Could Seriously Interrupt Your Craft Overtime Exemptions and Misclassification Issues: Brewing Wage and Hour Violations Could Seriously Interrupt Your Craft Presented by: Megan Winter mwinter@laborlawyers.com 858-597-9622 Number One Mistake

More information

HealthStream Regulatory Script

HealthStream Regulatory Script HealthStream Regulatory Script Sexual Harassment in the Workplace Version: May 2008 Lesson 1: Introduction Lesson 2: What Is Sexual Harassment? Lesson 3: Responsibilities of Employers and Employees Lesson

More information

Town of Amherst. Policy Against Sexual Harassment and Unlawful Harassment

Town of Amherst. Policy Against Sexual Harassment and Unlawful Harassment Town of Amherst Policy Against Sexual Harassment and Unlawful Harassment Revised March 2013 Town of Amherst Policy Against Sexual Harassment and Unlawful Harassment I. Policy Statement It is the policy

More information

An Introduction to FLSA: Fair Labor Standards Act Participant Guide

An Introduction to FLSA: Fair Labor Standards Act Participant Guide An Introduction to FLSA: Fair Labor Standards Act Participant Guide SVH: HR Design Intro to FLSA 6.11.2014 (revision date 9.03.2014) Table of Contents Your Facilitator(s) 1 Overview / Why are we Here?

More information

Copyright September 2009 All Rights Reserved Employment Learning Innovations, Inc. Atlanta, Georgia

Copyright September 2009 All Rights Reserved Employment Learning Innovations, Inc. Atlanta, Georgia Copyright September 2009 All Rights Reserved Employment Learning Innovations, Inc. Atlanta, Georgia Audio will be broadcast through your speakers. If you cannot hear the audio, please check your speakers.

More information

FLSA and IWC Compliance: Exempt vs. Non-Exempt Classification Audit **CALIFORNIA**

FLSA and IWC Compliance: Exempt vs. Non-Exempt Classification Audit **CALIFORNIA** FLSA and IWC Compliance: Exempt vs. Non-Exempt Classification Audit **CALIFORNIA** California s Industrial Welfare Commission (IWC) sets the rules for exempt status by way of Wage Orders applicable to

More information

WELCOME TO TEXAS! (http://www.capitol.state.tx.us/statutes/docs/la/content/htm/la.002.00.000021.00.htm) prohibits

WELCOME TO TEXAS! (http://www.capitol.state.tx.us/statutes/docs/la/content/htm/la.002.00.000021.00.htm) prohibits WELCOME TO TEXAS! The Texas Commission on Human Rights Act (TCHRA) (http://www.capitol.state.tx.us/statutes/docs/la/content/htm/la.002.00.000021.00.htm) prohibits discrimination in employment on the basis

More information

Employees Guide to Understanding Sexual Harassment

Employees Guide to Understanding Sexual Harassment Employees Guide to Understanding Sexual Harassment Publication 553 July 1998 Dear Postal Employee: The United States Postal Service wants all employees to know that sexual harassment will not be tolerated

More information

Subtle Sexual Harassment

Subtle Sexual Harassment Subtle Sexual Harassment Program 1 The Issue is Respect Facilitator s Guide QMR.COM (Quality Media Resources, Inc.) PO Box 1706 Bellevue, WA 98009-1706 TEL: (800) 800-5129 or (425) 455-0558 e-mail: info@qmr.com

More information

EEO 101 The Basic Theories of Employment Discrimination

EEO 101 The Basic Theories of Employment Discrimination EEO 101 The Basic Theories of Employment Discrimination An overview of the anti-discrimination statutes enforced by the EEOC An introduction to the theories under which claims of discrimination can be

More information

WHO S EXEMPT? THE NEW FAIR LABOR STANDARDS ACT REGULATIONS By Brandon W. Zuk, Fraser Trebilcock Davis & Dunlap, P.C.

WHO S EXEMPT? THE NEW FAIR LABOR STANDARDS ACT REGULATIONS By Brandon W. Zuk, Fraser Trebilcock Davis & Dunlap, P.C. WHO S EXEMPT? THE NEW FAIR LABOR STANDARDS ACT REGULATIONS By Brandon W. Zuk, Fraser Trebilcock Davis & Dunlap, P.C. I. OVERVIEW OF THE FAIR LABOR STANDARDS ACT. A. The Fair Labor Standards Act is the

More information

Sexual Harassment Awareness Training & Prevention

Sexual Harassment Awareness Training & Prevention Sexual Harassment Awareness Training & Prevention Opportunity Development Center Anti-Harassment Policy: HR-002 Introduction Basic facts about sexual harassment: Sexual harassment is a form of sex discrimination

More information

Prosecuting Attorneys Council of Georgia

Prosecuting Attorneys Council of Georgia 1. Purpose. The purpose of this policy is to maintain a healthy work environment in which all individuals are treated with respect and dignity and to provide procedures for reporting, investigating and

More information

OH, NO! IT S WAGE AND HOUR! UNDERSTANDING WHO IS EXEMPT AND NON-EXEMPT by

OH, NO! IT S WAGE AND HOUR! UNDERSTANDING WHO IS EXEMPT AND NON-EXEMPT by OH, NO! IT S WAGE AND HOUR! UNDERSTANDING WHO IS EXEMPT AND NON-EXEMPT by Scott Warrick, JD, MLHR, SPHR I. EXECUTIVE EXEMPTION A. Executive Exemption Short Test To qualify for the executive employee exemption,

More information

Procedures. I. Non- Exempt Positions

Procedures. I. Non- Exempt Positions Policy Title Wage and Hour Administration Policy Effective Date: 3/15/2011 Policy # 1.3 Functional Area Compensation Revised Date(s) 2/29/2012 Policy Wage and Hour Administration Policy Statement The purpose

More information

Module #1 EEO Intro & Laws. Module #1. Module #1. Office of Human Resources/ Affirmative Action EEO Training

Module #1 EEO Intro & Laws. Module #1. Module #1. Office of Human Resources/ Affirmative Action EEO Training EEO Training for UHCL Faculty/Staff EEO Intro & Laws Office of Human Resources/ Affirmative Action EEO Training Introduction The Texas Labor Code, Chapter 21, Section 21.010 requires state agencies to

More information

THREE RIVERS COMMUNITY COLLEGE PERSONNEL REGULATION

THREE RIVERS COMMUNITY COLLEGE PERSONNEL REGULATION Last Revision: Page 1 of 10 Introduction The Federal Fair Labor Standards Act (the Act ) was enacted by Congress to regulate such employment matters as hours of work, minimum wage, overtime compensation,

More information

SUMMARY OF FINAL RULE CONCERNING FLSA WHITE COLLAR EXEMPTIONS. Salary Basis Test ( 541.602)

SUMMARY OF FINAL RULE CONCERNING FLSA WHITE COLLAR EXEMPTIONS. Salary Basis Test ( 541.602) SUMMARY OF FINAL RULE CONCERNING FLSA WHITE COLLAR EXEMPTIONS By: Gregory P. Kult 1 April 30, 2004 The federal Fair Labor Standards Act (FLSA) requires covered employers to pay employees at least the federal

More information

TEXAS BUSINESS CONFERENCE

TEXAS BUSINESS CONFERENCE TEXAS BUSINESS CONFERENCE Update on Recent Trends in Employment Law Michael Holland Holland & Holland, LLC 1250 N. E. Loop 410, Suite 808 San Antonio, Texas 78209 (210) 824-8282 (210) 824-8585 facsimile

More information

Communications Broadcast Advisory

Communications Broadcast Advisory February 21, 2007 Communications Broadcast Advisory A Broadcaster s Guide to the Fair Labor Standards Act by Julia E. Judish and Ellen C. Cohen The Fair Labor Standards Act (the FLSA ) is the federal law

More information

Policy on Non-Discrimination and Equal Employment Opportunity

Policy on Non-Discrimination and Equal Employment Opportunity Supreme Court of Pennsylvania Unified Judicial System of Pennsylvania Policy on Non-Discrimination and Equal Employment Opportunity The Supreme Court of Pennsylvania declares that it is the policy of the

More information

Q1: What law regulates the payment of overtime?

Q1: What law regulates the payment of overtime? Guidance for managing Non-Exempt Staff Q1: What law regulates the payment of overtime? A: The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, recordkeeping, and child labor standards

More information

COUNTY OF LOS ANGELES POLICY OF EQUITY

COUNTY OF LOS ANGELES POLICY OF EQUITY COUNTY OF LOS ANGELES POLICY OF EQUITY Effective July 1, 2011 THE POLICY All Los Angeles County (County) employees are required to conduct themselves in accordance with the entirety of this County Policy

More information

Department of Homeland Security DHS Directives System Directive Number: 256-01 Revision Number: 00. Issue Date: ANTI HARASSMENT POLICY

Department of Homeland Security DHS Directives System Directive Number: 256-01 Revision Number: 00. Issue Date: ANTI HARASSMENT POLICY I. Purpose Department of Homeland Security DHS Directives System Directive Number: 256-01 Revision Number: 00 Issue Date: ANTI HARASSMENT POLICY This Directive is intended to prohibit and prevent harassment

More information

Prevention of Sexual Harassment Policy/Training

Prevention of Sexual Harassment Policy/Training Prevention of Sexual Harassment Policy/Training Sexual Harassment Policy Employment and Affirmative Action Manual Policy (VI 8.2) All members of this community are expected and instructed to conduct themselves

More information

Investigating Workers Compensation Claims and Complying with Wage and Hour Law

Investigating Workers Compensation Claims and Complying with Wage and Hour Law Investigating Workers Compensation Claims and Complying with Wage and Hour Law Noel C. Shepard 614-559-7223 nshepard@fbtlaw.com Adam R. Hanley 614-559-7238 ahanley@fbtlaw.com Investigating Workers Compensation

More information

COLORADO DEPARTMENT OF LABOR AND EMPLOYMENT 1515 Arapahoe Street Denver, Colorado 80202-2117

COLORADO DEPARTMENT OF LABOR AND EMPLOYMENT 1515 Arapahoe Street Denver, Colorado 80202-2117 COLORADO DEPARTMENT OF LABOR AND EMPLOYMENT 1515 Arapahoe Street Denver, Colorado 80202-2117 MEMORANDUM Effective Date: 07/06/89 Supersedes: Revision Date: Director's Approval (Date): Under Revision: Document

More information

SEXUAL HARASSMENT POLICY STATEMENT

SEXUAL HARASSMENT POLICY STATEMENT SEXUAL HARASSMENT POLICY STATEMENT The company is committed to providing a workplace that is free from all forms of discrimination, including sexual harassment. Any employee's behavior that fits the definition

More information

Sexual Harassment Awareness

Sexual Harassment Awareness Sexual Harassment Awareness Orientation: This week s on-line assignment is about sexual harassment in the school and the workplace. We are discussing this subject because sexual harassment is an illegal

More information

The Fair Labor Standards Act The New Federal Overtime Rules

The Fair Labor Standards Act The New Federal Overtime Rules The Fair Labor Standards Act The New Federal Overtime Rules For the first time in decades, the U.S. Department of Labor has significantly changed the rules regarding overtime pay for millions of workers

More information

The Fair Labor Standards Act1 ( FLSA ) is a federal law that applies to

The Fair Labor Standards Act1 ( FLSA ) is a federal law that applies to Information I n f o r m a t i o n Bulletin B u l l e t i #1 n # 5 HR National Association of Community Health Centers, Inc HUMAN RESOURCES SERIES For more information please contact Jacqueline C. Leifer,

More information

Policies and Risk Management

Policies and Risk Management Policies and Risk Management Helmet Policy The Ontario Snow Resorts Association and Mt. Dufour Ski Area recommend wearing helmets for skiing and riding. Skiers and snowboarders are encouraged to educate

More information

A. TESTS USED TO DETERMINE EXEMPT STATUS OF EXECUTIVE, ADMINISTRATIVE AND/OR PROFESSIONAL EMPLOYEES:

A. TESTS USED TO DETERMINE EXEMPT STATUS OF EXECUTIVE, ADMINISTRATIVE AND/OR PROFESSIONAL EMPLOYEES: Exemptions As a general rule, all employees working for a covered employer are subject to the provisions of the FLSA and any analogous state wage and hour law. Some employees, however, are exempt from

More information

Overtime Pay Compliance for a New Era of Employment Law:

Overtime Pay Compliance for a New Era of Employment Law: A publication of Hunter Business Law Copyright 2016 Overtime Pay Compliance for a New Era of Employment Law: Effective Strategies and Planning Tools for Employers A GUIDE TO EMPLOYMENT COMPLIANCE 119 S.

More information

FYI WAGE AND HOUR. Exemptions - Duties Test

FYI WAGE AND HOUR. Exemptions - Duties Test FYI 1799 Pennsylvania Street P.O. Box 539 Denver, Colorado 80201.0539 303.839.5177 800.884.1328 www.msec.org Revised: July 2011 WAGE AND HOUR Exemptions - Duties Test Summary: The Fair Labor Standards

More information

Sexual Ethics in the Workplace

Sexual Ethics in the Workplace Sexual Ethics in the Workplace 1 Why Training To communicate the policy UWGB has in place to address this topic Training is the best way to ensure our policies are more than just pieces of paper. Communication

More information