Payroll Compliance Update: New Laws and Required Changes

On Demand Webinar Credits HR Certification Institute, NASBA, SHRM, CLE

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Make sure you are up to date on important payroll compliance issues.

The requirements of the Fair Labor Standards Act are complex. Employers often misunderstand how the FLSA is applied and the requirements for paying overtime and minimum wage. Misunderstandings about these critical concepts can expose an employer to millions of dollars in back pay claims. The arrival of a new administration has led to some changes in the rules, which complicates matters further. This material will explain the Department of Labor’s new rules regarding tipped employees and joint employers, how domestic service workers are treated under the FLSA, and how the earning of commissions affects the calculation of the regular rate of pay used for determining the overtime pay rate.

Learning Objectives

  • You will be able to discuss how commissions are incorporated into the regular rate of pay.
  • You will be able to explain how tipped employees are treated under the FLSA.
  • You will be able to identify the factors for determining whether a worker is an independent contractor.
  • You will be able to describe a joint employment relationship.


Tipped Employees
  • Are Tips Part of an Employee’s Regular Rate of Pay?
  • Do Tips Count Toward an Employer’s Obligation to Pay Minimum Wage?
  • What Does the DOL’s New Tip Regulation Mean?
  • What Exemptions Are There for Commissioned Employees?
  • How Are Commissions Incorporated Into the Regular Rate of Pay?
Misclassification of Independent Contractors
  • What Are the Consequences of Misclassification?
  • How Do You Determine Whether a Worker Is an Independent Contractor?
Joint Employers
  • What Is a Joint Employer?
  • What Effect Does the DOL’s Rescission of the 2020 Joint Employer Rule Have?
Domestic Service Workers
  • Which Domestic Service Workers Are Covered by the FLSA?
  • How Do the FLSA Requirements Apply to Domestic Service Workers?
Who should attend?

This live webinar is designed for human resource and payroll professionals, business managers, office managers, bookkeepers, presidents, vice presidents, CFOs, controllers, accountants, and attorneys.

In Partnership With Lorman

Your Instructor

Calvin R. House
Calvin R. House
  • Partner in the Pasadena, California law firm of Gutierrez, Preciado & House, LLP, where he de-fends and counsels employers on employment law matters
  • Tried scores of employment cases to federal and state juries and judges and administrative tri-bunals
  • Conducts regular seminars and workshops on such employment law topics as wage and hour requirements, mandatory leave statutes, reasonable accommodation of disabilities, discrimina-tion, harassment, and wrongful termination
  • Member of the prestigious American Board of Trial Advocates and has achieved the highest rat-ing in the Martindale-Hubbell Law Directory
  • Previously practiced at Cravath, Swaine & Moore in New York, and in the Los Angeles office of what is now Norton Rose Fulbright
  • J.D. and B.A. degrees, Columbia University


OnDemand Course

This course was last revised on January 3, 2019.

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

Live Webinar Registration

  • CPP/FPC (Pending)
  • This seminar has been submitted to APA for RCH approval. PLEASE NOTE: To receive credit through the American Payroll Association if approved, you MUST use the streaming option and enable (and complete) the required progress checks.
  • AL CLE 1.0
  • This course or a portion thereof has been approved by the Alabama State Mandatory Continuing Legal Education Commission for a maximum of 1.0 hours credit.
  • AR CLE 1.0
  • This course has been approved for 1.0 hours of CLE by the Arkansas CLE Board.
  • Arizona CLE 1.0
  • The State Bar of Arizona does not approve or accredit CLE activities for the Mandatory Continuing Legal Education requirement. This activity may qualify for up to 1.0 hours toward your annual CLE requirement for the State Bar of Arizona.
  • CA MCLE 1.0
  • Lorman Business Center, LLC. is a State Bar of California approved MCLE sponsor and this course qualifies for 1.0 CLE hours of participatory credit.
  • CT CLE 1.0
  • Neither the Connecticut Judicial Branch nor the Commission on Minimum Continuing Legal Education approve or accredit CLE providers or activities. This course has been approved for CLE credit in jurisdictions aside from CT and therefore it automatically meets the content and delivery requirements in Connecticut. Credit is based on a 60 minute credit hour and shall be awarded as follows: 1.0 CLE credit(s).
  • HI CLE 1.0
  • This program was approved by the Hawaii State Board of Continuing Legal Education for 1.0 CLE credit hours.
  • IL CLE 1.0
  • This course was approved for a total of 1.0 hours of MCLE Credit by the Illinois MCLE Board.
  • NH MCLE 1.0
  • NH MCLE does not approve or accredit CLE activities for the NH Minimum CLE requirement. Lorman Education Services believes this course meets the requirement of NH Supreme Court Rule 53 and may qualify for CLE credit(s). Program Length: 60 Minutes.
  • NJ CLE 1.2
  • This program has been approved by the Board on Continuing Legal Education of the Supreme Court of New Jersey for 1.2 hours of total CLE credit.
  • PA CLE 1.0
  • This Distance Learning program has been approved by the Pennsylvania Continuing Legal Education Board for 1.0 hours of substantive law, practice and procedure CLE credit.
  • RI CLE 1.0
  • This program has been approved by the Rhode Island Mandatory Continuing Legal Education Commission for 1.0 hours of CLE credit.
  • VT CLE 1.0
  • This program has been approved by the Mandatory Continuing Legal Education Board of Vermont for 1.0 hours of CLE credit.
  • WA CLE 1.0
  • This program has been approved by the Washington State Board of Continuing Legal Education for 1.0 hours of Law & Legal Procedure credit.
  • WI CLE 1.0
  • This program has been approved by the Board of Bar Examiners for 1.0 hours for use toward the Wisconsin Mandatory CLE requirement.
  • WV MCLE 1.2
  • This program has been approved by the West Virginia State Bar MCLE Commission for 1.2 MCLE hours.
  • HRCI Approved ProviderHR Certification Institute 1.0
  • This program has been approved for 1.0 (General) recertification credit hours toward aPHR(TM), aPHRi(TM), PHR®, PHRca®, SPHR®, GPHR®, PHRi(TM) and SPHRi(TM)recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at
  • SHRM-CP/SHRM-SCP Preferred ProviderSHRM 1.0
  • Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.0 PDC(s) for the SHRM-CP or SHRM-SCP.
  • National Registry of CPE SponsorsCPE 1.2 including Business Law 1.2
  • Lorman Education Services is registered with the National Association of State Boards of Accountancy (NASBA) as a sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its web site: CPE Credit: Maximum Credit Hours: 1.2 each session (based on a 50 minute credit hour). You must attend at least 50 minutes to obtain credit. Field of Study: Business Law for 1.2 hours. Prerequisite: basic knowledge of processing payroll. Level of Knowledge: Intermediate. Teaching Method: Seminar/Lecture. Advance Preparation: None. Delivery Method: Group Internet Based. Please refer to the information in this brochure for outline, course content and objectives. Upon completion of this course, you will receive a certificate of attendance. Final approval of a course for CPE credit belongs with each state's regulatory board. Please note: In order to receive CPE credit for this course you MUST use the streaming audio option, as well as enable and complete the required progress checks.

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