Is your organization at risk of misclassifying employees? – February 25
For most employers, compliance with wage and hour laws is one of the largest areas of risk they face. Are your employees classified as exempt or non-exempt correctly? Are you requiring your exempt, salaried employees to track their hours or require them to take paid time off in hourly increments? Are you requiring your independent contractors to come into the office and work a standard schedule? Your organization may be at risk of misclassification of jobs. Classification of jobs is based on FLSA requirements and when misclassified, an organization can be found liable for unpaid overtime going back two years, plus fines and penalties as assessed by the Department of Labor or class-action lawsuit. This session will discuss the fundamentals of the FLSA, when time is compensable and non-compensable and how to determine if your jobs are appropriately classified. Learning Objectives:
- Understand what the FLSA requirements are, including recent legislative updates, and what applies to exempt versus non-exempt employees.
- Understand the laws around what is considered compensable and non-compensable time.
- A general overview of properly classifying independent contractors.
- Overview of the duties test for exempt employees.
- Recommended strategies for treating exempt employees and limiting liability.
HRCI: 1 Credit – HR Certification Institute’s® official seal confirms that Trüpp meets the criteria for pre-approved recertification credit(s) for any of HRCI’s eight credentials, including SPHR® and PHR®
SHRM: 1 Credit – Trupp HR is recognized by SHRM to offer Professional Development Credit (PDCs) for SHRM-CP or SHRM-SCP
As the Founder and President of Trüpp, Jean has a passion for contributing to and furthering the success of growing organizations. Her straightforward yet strategic approach focuses on delivering HR services that are tailored to the unique needs, risks, and business objectives of each organization while removing the complexity often associated with the HR function.
Contact: email@example.com | 503.828.0255 x101
In her role at Trüpp, Audra contributes as an HR Compliance Consultant—focusing her efforts on advising clients on regulatory compliance matters, authoring employment policies and handbooks, and contributing to client consulting activities. She has a passion for compliance and enjoys providing guidance under various federal and multi-state employment laws in a relaxed style which is easy to understand.
Contact: firstname.lastname@example.org | 503.828.0255 x112