Speaker : Diane L. Dee, President of Advantage HR Consulting, has over 25 years of experience in the Human Resources arena
This activity has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
- Provisions of the Fair Labor Standards Act
- The three tests used to determine if an employee is exempt from the FLSA
- The six exemptions under the FLSA
- Federal minimum wage laws vs. State minimum wage laws
- Calculating overtime pay
- Timeliness of overtime payments
- Treatment of meal breaks, travel, training, on-call time and outside sales under the FLSA
- Proper handling of termination paychecks
- Minimum wage requirements
- Equal Pay
- Child Labor
- Importance of accurate record keeping
- Posting requirements
- The cost of non-compliance
- Changes effective in 2020
The Fair Labor Standards Act (FLSA), commonly referred to as the Wage and Hour Act, is considered to be an employee protection act.This Act was passed in 1938.Since then, the FLSA has been amended many times.The major provisions of the Act are concerned with Federal minimum wage rates, overtime payments, child labor, equal pay, and recordkeeping.
The US Department of Labor, Wage & Hour Division, oversees federal labor laws.Additionally, State DOLs administer state labor laws.Failure to comply with Wage & Hour laws may result in the employer paying the employee back wages, damages, penalties, attorney fees and court costs, plus the prospect of civil and criminal penalties from federal and/or state governments.Therefore, Wage & Hour compliance is of the utmost importance.
Why should you attend
Civil lawsuits for Wage and Hour violations are always a threat to businesses.Violations of the Fair Labor Standards Act (FLSA) can result in astronomical financial judgements against employers, lawsuits, criminal charges, and/or being debarred from being awarded Federal contracts for a period of three years.By understanding the provisions of the FLSA, you can protect your company from major financial consequences.
This webinar will provide a comprehensive understanding of the provisions of the FLSA.You will learn how to properly calculate overtime pay and become familiar with the 3 tests used to determine FLSA exemptions. Participants will gain an understanding of what constitutes hours worked, what to do when state and federal laws differ, how final pay checks need to be handled, and when employees must be compensated for training, travel time, meal breaks, and on-call status.Terminology used throughout the Act will be explained.Additionally, each of the FLSA exemptions will be discussed in detail.
Participation in this webinar will assist you in ensuring wage and hour laws are being followed properly and consistently in your organization.
Who Will Benefit
- Senior Leadership
- HR Professionals
- Managers & Supervisors
- Compliance Professionals
- Ethics Professionals
Diane L. Dee, President of Advantage HR Consulting, has over 25 years of experience in the Human Resources arena. Diane's background includes experience in HR consulting and administration in corporate, government, consulting and pro bono environments. Diane founded Advantage HR Consulting in early 2016. Under Diane's leadership, Advantage HR provides comprehensive, cost-effective Human Resources solutions for small to mid-sized firms in the greater Chicagoland area.
Diane holds a Master Certificate in Human Resources from Cornell University's School of Industrial and Labor Relations and has attained SPHR, SHRM-SCP, sHRBP and HRPM® certification.
Diane is a member of the National Association of Women Business Owners and the Society for Human Resource Management. Additionally, Diane performs pro bono work through the Taproot Foundation assisting non-profit clients by integrating their Human Resources goals with their corporate strategies.