1 Overtime Exemptions and Misclassification Issues: Brewing Wage and Hour Violations Could Seriously Interrupt Your Craft Presented by: Megan Winter
2 Number One Mistake Related to Employee Classification Not just anyone can be paid a salary, come and go without keeping track of their time, and not receive overtime.
3 Exemptions: Exempt from What? One or more of the following: Minimum wage requirements Overtime premium
4 How to Calculate? Overtime Pay Count hours worked over 40 in a workweek.* Exceptions: Alaska, California, Colorado, Nevada Pay 1.5 times the "regular rate" of pay (all pay all hours the pay covers) Include in the regular rate things like bonuses, commissions, incentive pay and other kinds of extra pay
5 Overtime Pay Some payments can be excluded from the regular rate. For example: Pay for un-worked holidays Pay for un-worked vacation time Discretionary bonuses (be careful with this!)
6 Exemptions The default is non-exempt Employees must receive overtime unless an exemption applies Exemptions are defined by law, not by agreement, job descriptions, or either party s intention. Employer bears the burden to show that the employee meets the exemption requirements
7 Why Does It Matter? Employee compensation and related costs are often one of the largest cash outlays that business owners face. This is compounded by the risk of making a mistake on how individuals are compensated. Wage and hour lawsuits and administrative charges against employers rise every year.
8 Why Does It Matter? Back Wages Liquidated Damages Civil Money Penalties "Reasonable" Attorney's Fees Possible Individual Liability Probably Not Insurable Injunctions Criminal Penalties
9 White Collar Exemptions Atlanta Baltimore Boston Charlotte Chicago Cleveland Columbia Columbus Dallas Denver Fort Lauderdale Gulfport Houston Irvine Kansas City Las Vegas Los Angeles Louisville Memphis New Phone England (858) New Jersey New Orleans Orlando Philadelphia Phoenix Portland San Antonio San Diego San Francisco Tampa Washington, DC
10 White Collar Exemptions Executive Administrative Professional Each have a salary basis test Duties test Must meet both to qualify for exemption
11 White Collar Exemptions Requirement One: Salary Basis Test
12 White Collar Exemptions Salary Basis Test: Must be paid on salary basis of at least: $455 per week $ per month $23,660 per year *state law may have different salary requirements
13 White Collar Exemptions Salary Basis Test: Salary is a fixed, predetermined amount of compensation Weekly salary must be paid without reduction for quantity or quality of work for any week in which any time was worked. No de minimus rule on work performed test
14 White Collar Exemptions May dock in full-day increments for one or more days of absence caused by: First and last week of employment Full-day absences for personal leave, vacation, and religious observances Full-day absences for illness or accidents if employer has bona fide paid leave program for sickness or accident and employee has no accrued benefits under that program Qualifying FMLA/CFRA leave can dock in smaller increments
15 White Collar Exemptions Requirement Two: Duties Test
16 Duties Test Exemptions Relate To Individuals Not To Job Descriptions, Pay Classifications, Positions, Job Groups, Conventional Wisdom, Etc. Detailed, Accurate, Current Job Information Is Essential. Must Be Based Upon Actual Work, Real Facts. Job Descriptions Do Not "Make Employees Exempt".
17 Job Descriptions Current, Accurate, Well-Written Ones Can Play A Role In Defending Exempt Status. Unrealistic, Inaccurate, Puffed-up, Out-Of-Date, Or Poorly- Written Job Descriptions Can: Cause Management To Make An Incorrect Decision Regarding Exempt Status, Hurt Defense Efforts.
18 White Collar Exemptions Customarily and Regularly Exercises Discretion and Independent Judgment as to Matters of Significance: Authority to make independent choices without immediate supervision about matters of significance. Contrast with the mere application of procedures and policies.
19 White Collar Exemptions Primarily engaged in duties which meet the test of the exemption Actual duties must meet test, although employee cannot underperform out of an exemption.
20 Primary Duty Relative importance of exempt duties. Percentage of time spent performing exempt duties. Relative freedom from supervision. Comparison of salary vs. hourly pay for non-exempt work.
21 White Collar Exemptions: Executive Four-part duties test: Management of enterprise or subdivision; Supervises 2 or more full-time employees; Authority to hire and fire; and Customarily and regularly exercise discretion and independent judgment
22 Staffing meets the Two or More Requirement General Manager Assistant Manager Assistant Manager Assistant Manager Full-time Employee Full-time Employee Half-time Employee Half-time Employee Half-time Employee Full-time Employee Half-time Employee Half-time Employee Half-time Employee
23 White Collar Exemptions: Executive Who meets this duties test? General Manager? Tasting Room manager? Assistant Manager?
24 White Collar Exemptions: Administrative Three-part duties test: Office or non-manual work related to general business operations of employer or customer Customarily and regularly exercise discretion and independent judgment Regularly assists a proprietor or bona fide executive or administrative employee; OR performs under only general supervision work along specialized or technical lines requiring special training, experience, or knowledge; OR executes under only general supervision special assignments and tasks.
25 White Collar Exemptions: Administrative Who meets these duties? Controller Human Resources professional Marketing manager Event coordinator?
26 White Collar Exemptions: Professional & Creative Employee s primary duty is the performance of work requiring advanced knowledge, predominantly intellectual in character Work that requires advanced knowledge in a field of science or learning and is customarily acquired by a prolonged course of specialized intellectual instruction. Examples: law, medicine, theology, accounting, engineering, architecture, teaching, pharmacy OR Primary duty is performance of work requiring invention, imagination, originality or talent in a recognized field of artistic or creative endeavor
27 Highly Compensated Employee Earns annual compensation of at least $100,000 or more, which includes at least $455 per week on salary basis Primary duty includes performing office or non-manual work Customarily and regularly performs at least one of the exempt duties of an exempt executive, administrative or professional employee
28 What About Brewmaster/Head Brewer? Level of importance to the business is not a factor Usually engaging in manual work If large enough, and he or she is managing at least two employees, then can fit in executive exemption Management must be primary duty
29 OTHER EXEMPTIONS Atlanta Baltimore Boston Charlotte Chicago Cleveland Columbia Columbus Dallas Denver Fort Lauderdale Gulfport Houston Irvine Kansas City Las Vegas Los Angeles Louisville Memphis New Phone England (858) New Jersey New Orleans Orlando Philadelphia Phoenix Portland San Antonio San Diego San Francisco Tampa Washington, DC
30 Outside-Sales Exemption Primary duty: making sales, or obtaining orders for contracts for services, products, or use of facilities for which the customer or client will pay. The employee is customarily and regularly engaged in this activity away from the employer s place of business. More than occasional but less than constant, normally done every work week No minimum pay requirement
31 Family Members & Business Owners Business that has as its only regular employees the owner, parent, spouse, child or other immediate family member, may not be an enterprise engaged in commerce pursuant to the FLSA. Business owners who own a bona fide 20% equity interest and who are actively engaged in management, are bona fide exempt employees.
32 The Big Picture Regularly Reconsider Exemption Status: Work Evolves Over Time Sometimes Away From Exempt Status, Sometimes Towards It. New Positions Continually Introduced No Assumptions About Exemption Status! Don't Fall For "Conventional Wisdom": "Everybody Treats These Jobs As Exempt." "The Employees Want To Be Exempt." "The Employee Agreed To Be Exempt. Quickly Consider What To Do To Correct Any Problems Be Careful About How You Implement The Changes Compliance Does Not Necessarily Mean Higher Wage Costs
33 The Big Picture Whether A Particular Job Will Be Ruled Exempt Is Often Uncertain. To Some Extent, A Question Of Risk And Risk-Tolerance. The "Scale" Approach: Ranking From 1 To 5. (1) : Successful Defense Prospects Are Low (5) : Successful Defense Prospects Are High (2), (3), (4) : Shades of Gray Resist Any Urge To Rationalize Exempt Status The Risk Of Claims And The Risk Of Loss Are Real.
34 Fisher & Phillips LLP ATTORNEYS AT LAW Solutions at Work Final Questions? Presented by: Megan Winter Phone: (858) Atlanta Boston Charlotte Chicago Cleveland Columbia Dallas Denver Fort Lauderdale Houston Irvine Kansas City Las Vegas Los Angeles Louisville Memphis New England New Jersey New Orleans Orlando Philadelphia Phoenix Portland San Diego Phone San (858) Francisco Tampa Washington, DC
35 Fisher & Phillips LLP ATTORNEYS AT LAW Solutions at Work Thank You Presented by: Megan Winter Phone: (858) Atlanta Boston Charlotte Chicago Cleveland Columbia Dallas Denver Fort Lauderdale Houston Irvine Kansas City Las Vegas Los Angeles Louisville Memphis New England New Jersey New Orleans Orlando Philadelphia Phoenix Portland San Diego Phone San (858) Francisco Tampa Washington, DC
OSHA Inspection Checklist Prepared by: Edwin G. Foulke, Jr. Direct: (404) 240-4273 email@example.com 1075 Peachtree Street NE, Suite 3500 Atlanta, GA 30309 Atlanta Baltimore Boston Charlotte Chicago
2014 Employment Law Update South Central Industrial Association November 6, 2014 Houma, Louisiana If A Stripper Is Not An Independent Contractor, Who Is? Presented by: Steven R. Cupp Phone: (228) 822-1440
2014 Employment Law Update South Central Industrial Association November 6, 2014 Houma, Louisiana Which is Riskier? Hiring Criminals or Conducting Background Checks? Presented by: Timothy H. Scott Phone:
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
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
Creating a Bulletproof BYOD (Bring Your Own Device) Policy for Personal Devices At Work FEATURED FACULTY: Michael P. Elkon, Attorney at Law, Fisher & Phillips LLP (404) 240-5849 firstname.lastname@example.org
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
Sex, Lies and INVESTIGATE THIS!! Conducting Investigations of Sexual Harassment Complaints Joseph W. Gagnon Fisher & Phillips, LLP Presented by A. Kevin Troutman Fisher & Phillips, LLP Atlanta Baltimore
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
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
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.
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
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
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
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
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. (
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
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,
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
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
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:
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. email@example.com firstname.lastname@example.org
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 email@example.com firstname.lastname@example.org
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
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
2011 Trade Show Labor Rate Benchmarking Survey EXHIBITOR COSTS IN 41 U.S. CITIES labor drayage audio visual exhibitor services eventmarketing.com eventmarketing.com Produced by in association with eventmarketing.com
Overview On September 6, 2011, the New Jersey Department of Labor and Workforce Development ( NJDOL ) repealed the existing state regulations regarding white collar overtime exemptions (the administrative,
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
Fisher & PhillipsLLP Solutions at Work Holiday Cheer: Top Ten Ways to Keep Office Parties from Causing Lawsuits Presented by: Michael P. Royal, Esq. Phone: (214) 220-9100 Email: email@example.com
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
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 firstname.lastname@example.org
Executive Exemption Worksheet This position is paid on a salary basis. This position receives a guaranteed salary of at least $455 each week. The primary duty of this position is management of the enterprise
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
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
Fisher & Phillips LLP ATTORNEYS AT LAW Solutions at Work Top 10 Employment Law Developments SCMA 2014 Conference Presented by: Fred Manning Phone: (803) 255-0000 Email: email@example.com www.laborlawyers.com
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
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
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,
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
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
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
Complex FMLA and ADA Issues: New Regulations and Case Law Presented by: Alia Wynne and Mauro Ramirez Phone: (713) 292-0150 www.laborlawyers.com Atlanta Charlotte Chicago Columbia Dallas Denver Fort Lauderdale
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
The Strategic Assessment of the St. Louis Region 7th Edition, 2015 WHERE The 7th Edition of Where We Stand (WWS) presents 222 rankings comparing St. Louis to the 50 most populated metropolitan areas in
Florida Council for Community Mental Health Afternoon Session Orlando, FL Proactive Labor Relations LLP Solutions at Work 1 The State of Unions Today Membership is down from 34% compared to its peak Total
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
Solutions at Work NLRA Rights Of Unrepresented Workers Presented by: D. Albert Brannen 404.240.4235 NLRB publications Overview Statutory basis of rights Concerted activity Protected activity Examples of
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.
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
ROUND 2 2 1 33 TENNESSEE 2 2 34 TAMPA BAY 2 3 35 OAKLAND 2 4 36 JACKSONVILLE 2 5 37 NEW YORK JETS 2 6 38 WASHINGTON 2 7 39 CHICAGO 2 8 40 NEW YORK GIANTS 2 9 41 ST. LOUIS 2 10 42 ATLANTA 2 11 43 CLEVELAND
Information About Filing a Case in the United States Tax Court Attached are the forms to use in filing your case in the United States Tax Court. It is very important that you take time to carefully read
New York State Department of Labor David A. Paterson, Governor Colleen C. Gardner, Commissioner December 7, 2010 Re: Request for Opinion Overtime RO-10-0110 Dear Ms. : I have been asked to respond to your
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,
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
California 2016 Employment Law Update San Diego Association of Health Underwriters Presented by: Christopher W. Olmsted. ogletreedeakins.com California Minimum Wage Jan. 1, 2016: $10 More to come? Federal
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
Organized Labor s Legislative Agenda Will Impact Your Business. Are you Ready? Presented by: STEVE BERNSTEIN Goals For This Session Cover proposed bills that represent most significant changes to labor
Managed by professional accounting firms 2014 Salary Guide om 2014 CFS Salary Guide The 2014 CFS National Salary Guide provides comprehensive data of base salaries for all levels of accounting and finance
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
APPENDIX 1: SURVEY Major, Lindsey & Africa Partner Compensation Survey (2010) Dear : Major, Lindsey & Africa invites you to participate in our 2010 MLA Partner Compensation Survey. This Survey, which is
Managed by professional accounting firms 2014 Salary Guide om 2014 CFS Salary Guide The 2014 CFS National Salary Guide provides comprehensive data of base salaries for all levels of accounting and finance
Workplaces that Work: Positive People Management Merrily S. Archer, Esq., M.S.W. Fisher & Phillips, LLP What s Not Working in Your Workplace? Unreliable Unwilling to accept direction Bad attitude and bad
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
Executive Exemption Salary $155/week $250/week $425/week Duties duty is managing his/her enterprise or a regular department thereof; Employee regularly directs two or more other employees; Employee manages
Are You My Employee? Proper Classification of Exempt Employees and Independent Contractors Elizabeth Wells Skaggs and Richard A. Hooker January 19, 2012 Important Notice: This presentation has been prepared
U.S. Office of Personnel Management Office of Merit Systems Oversight and Effectiveness Classification Appeal and FLSA Programs San Francisco Oversight Division 120 Howard Street, Room 760 San Francisco,
The New Federal Overtime Exemptions 1 Employment Roundtable By Stacey Mark Chair, Labor & Employment Group and Chair, Sustainable Practice Advisory Group June 17, 2004 On April 23, 2004, the U.S. Department
Zurich Staff Legal Experienced. Collaborative. Focused on Results. Staff Legal How We Deliver We are located where you need us, with more than 250 attorneys in our national network of 48 offices that cover
Stephen F. Austin STATE UNIVERSITY FLSA Exemption Test Worksheet Executive, Professional, Computer, and Administrative Exemption Tests Federal law provides that employees may be exempt from the overtime
ANTITRUST APPELLATE BANKRUPTCY, RESTRUCTURINGS & CREDITORS RIGHTS BUSINESS CASUALTY CIVIL RIGHTS CLASS ACTION COAL AND NATURAL GAS CONDEMNATION, LAND USE AND WATER RIGHTS CONSTRUCTION CONSUMER FINANCIAL
provides it s customers with a single, reliable source for their wiring construction needs. Focused on Telephone, Cable Television, Data, Power and Security Wiring, C3 provides the construction management
March 2014 Job Market Intelligence: Report on the Growth of Cybersecurity Jobs Matching People & Jobs Reemployment & Education Pathways Resume Parsing & Management Real-Time Jobs Intelligence Average #
ALBANY AMSTERDAM ATLANTA AUSTIN BOSTON CHICAGO DALLAS DELAWARE DENVER FORT LAUDERDALE HOUSTON LAS VEGAS LONDON* LOS ANGELES MIAMI NEW JERSEY NEW YORK ORANGE COUNTY ORLANDO PALM BEACH COUNTY PHILADELPHIA
WHITE PAPER A Wage and Hour Primer for Small Business Owners: Avoid Common Pitfalls of Employee Classification What makes someone an employee and not an independent contractor? Well-intentioned small business
LIABLITY AND MAINTENANCE ISSUES FOR PROPERTY MANAGERS AND BROKER/OWNERS Presented by: C. R. Wright Direct: (404) 240-4263 firstname.lastname@example.org www.laborlawyers.com Atlanta Baltimore Boston Charlotte
The Top Three FLSA Violations and How to Avoid Them Vicki M. Lambert, CPP Introduction The Wage and Hour Division (WHD) of the U.S. Department of Labor is responsible for administering and enforcing some
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,
FLSA Exemption Changes: The Proposed Rules Are Coming Squire Patton Boggs Webinar Series Jill S. Kirila, Partner email@example.com 614.365.2772 Jeffrey L. Turner, Partner firstname.lastname@example.org
Made Possible by Generous Support From: RETAIL INSIGHT Spotlight On Retail Employees ABOUT THIS REPORT When many Americans think about retail jobs, they naturally imagine what they see in stores: sales
I. POLICY It is the policy of CBRE, Inc. (hereinafter CBRE or the Company ) to provide eligible employees Paid Time Off ( PTO ) to be used for any reason including vacation, illness, and personal time.
HOW IN-HOUSE COUNSEL CAN PREVENT SEXUAL HARASSMENT AND WAGE HOUR ISSUES FROM DAMAGING THE WORKPLACE Presented by: Robert Rosenthal, Esq. 3800 Howard Hughes Pkwy, Ste. 1400 Las Vegas, NV 89169 702.257-1483
HUMAN CAPITAL PRACTICE ALERT JULY 2014 www.willis.com HEALTH CARE REFORM LAW 90-DAY WAITING PERIOD AND ORIENTATION PERIOD: FINAL REGULATIONS EXPLAINED Final regulations governing the 90-day waiting period
Fisher & PhillipsLLP What Every Employer Should Know About E-Verify and I-9 Compliance Presented by: Jessica T. Cook, Esq. email@example.com Tel: (404) 240-4151 Ann Margaret Pointer, Esq. firstname.lastname@example.org
CALIFORNIA S PAID SICK LEAVE LAW NO GET WELL CARD FOR EMPLOYERS BONNIE GLATZER, ESQ. PAUL LYND, ESQ. APRIL 8, 2015 BACKGROUND First paid sick leave mandate with San Francisco s Proposition F in 2006 Other