For the past 6 months there has been much discussion of the new federal Fair Labor Standards Act (“FLSA”) salary basis regulations. The FLSA governs the payment of overtime compensation, and more importantly for purposes of this discussion, the circumstances where payment of overtime compensation is not required.
The revised rules make significant changes in the level of required compensation in order for an otherwise exempt employee to remain exempt from overtime eligibility. As a result, employers are exploring options for addressing this in light of preexisting budget considerations. The new rules take effect December 1, 2016.
- Discuss the final DOL regulations concerning exempt classification salary basis requirements effective December 1, 2016, as well as strategies for handling this change
- Discuss the exemptions from overtime and how to evaluate employee classifications under the duties test
- Discuss recent court decisions applying certain aspects of the exempt classification duties tests, particularly as it relates to the administrative exemption
Who Should Attend?
This area is critical for anyone responsible for hiring, compensation determinations, or other human resources or budget obligations for employers.
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