Overtime Exemption
The 60-Day Countdown to Compliance
The U.S. Department of Labor’s Final Rule changing the “white collar” overtime requirements takes effect January 1, 2020. What’s your plan to be in compliance by the deadline? Do you want to make changes but need more guidance? Will you be dealing with overtime compliance while juggling open enrollment? With 60 days to go, the…
Read MoreOn-Demand MasterClass: Auditing for Overtime Compliance ($199)
The United States Department of Labor’s much-awaited changes to the “white collar” overtime regulations are finally here, and are effective January 1, 2020. Compliance-minded employers will want to immediately evaluate their population of overtime-exempt employees in order to devise a strategy for compliance in time to meet the DOL’s ambitious effective date. During this 90-minute…
Read MoreBREAKING NEWS: The New DOL Rules on Overtime Are Finally Here
The United States Department of Labor’s much-awaited changes to the “white collar” overtime regulations are finally here, are “finally final” and will take effect on January 1st, 2020. With only 99 days until January 1st, overtime compliance is now ON THE CLOCK! Join us now to hear former DOL Wage and Hour Administrator and CHR…
Read MoreTammy’s Top 10 Q&A’s (The Wage & Hour Trifecta)
What if an exempt employee is on intermittent FMLA and works part time at home? Do we have to pay her full paycheck? Unpaid FMLA is an exception from the salary basis “no pay docking” rule. Under 29 CFR 541.602(b) (7): “An employer is not required to pay the full salary for weeks in which…
Read MoreWebinar (Recording): The Wage & Hour Trifecta: DOL Proposals on Overtime Exemptions, the Overtime Calculations and Joint Employment 5/14/2019
Webinar Recording
Read MoreWebinar (Recording): The Wage & Hour Trifecta: DOL Proposals on Overtime Exemptions, the Overtime Calculations and Joint Employment 5/1/2019
Webinar Recording
Read MoreTammy’s Top 10 Q&A’s (Overtime at the White House: Preparing for Change 2 – February 26, 2019)
What if an exempt employee should be reclassified as non-exempt? How do I reduce the risks of doing so? You can reduce your risk by reclassifying in connection with the date set by DOL for compliance with the increased minimum salary level. Participating in DOL’s PAID program is also an option for reducing liability, as…
Read MoreWebinar (Recording): DOL’s Proposed Overtime Regulations – A ComplianceHR and Littler Briefing 3/11/2019
Webinar Recording
Read MoreWebinar (Recording): Overtime at the White House – Preparing for Change 2/26/2019
Webinar Recording
Read MoreTammy’s Top 10 Q&A’s (Overtime at the White House: Preparing for Change – February 5, 2019)
Would stipends be considered incentive pay? Probably not, under the definition in the 2016 Final Rule. Will we see any allowance/pro-rating for part-time employees? I was asked for pro-rating in 2004 and commenters asked again in 2016. DOL declined both times as doing so is unnecessary as, by definition, part-time employees do not work over…
Read More