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Overtime Exemption Misclassifications: How To Spot And Fix Errors While Minimizing Legal Risks

Webinar: ID# 1036563
Recorded On-Demand
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About This Course:
ALERT: The Department of Labor (DOL) has released its highly anticipated overtime exemption rule proposing an increase of the salary threshold for overtime eligibility under the Fair Labor Standards Act. That makes now a good time to address how your overtime exemption classifications will be affected by the final rule.

Currently, an employee must earn at least $23,660 on a salary basis and meet the requirements of a specified duties test—administrative, executive, professional, computer professional, or outside sales—to be exempt from overtime under federal law. But, the DOL rule will raise that threshold to $35,308.

Consider, too, that workers who otherwise would be eligible for overtime compensation are often misclassified as independent contractors. It’s clear that employers should take steps to proactively ensure that their workers are properly classified and that they are paid for any overtime compensation owed under federal law.

Join us for an all-new webinar that will examine the administrative, executive, professional, computer professional, and outside sales exemptions, the general test for determining whether an employee has been misclassified as an independent contractor, and how to ensure that overtime compensation is properly being paid in accordance with the latest developments out of the DOL.What You'll Learn:
  • The criteria for meeting “overtime ineligible” status under DOL rules concerning the following exemptions: Administrative Executive, Professional, Computer professional, Outside sales
  • What “independent judgment and discretion” means in a practical, real-life, work setting
  • How to gather information about specific job functions that can help you evaluate whether an “exemption on paper” is one in fact and would pass DOL scrutiny
  • Tell-tale signs that an employee entitled to overtime pay has been misclassified as an independent contractor—and how to correct the mistake while minimizing legal risks
  • “Traps for the unwary” concerning the overtime exemption duties tests—common mistakes employers often make when interpreting the white-collar exemptions
  • Signs that an employee has been misclassified under the administrative, professional, or executive exemption
  • What to do if you discover that an employee has been misclassified as exempt from overtime
  • The possibilities for future implementation of the new salary threshold and what you should be doing to prepare for those possibilities in the most economical way possible
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Overtime Exemption Misclassifications: How To Spot And Fix Errors While Minimizing Legal Risks
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