The Dept. of Labor has changed the rules for your salaried-exempt employees. Employers are adjusting, and are concerned about positions that no longer fit. Understanding what to do and your alternatives is important.
HOWEVER, that is just the starting point. The major liability comes after having properly established a position as salaried, and then losing the exemption by careless practices or unwitting treatment of those positions. Improper deductions, salary alterations, time off, discipline and more can result in loss of the salaried-exemption for one person, or for all your salaried positions, and cause millions in liability. The Fair Labor Standards Act can impose that liability not just on the organization, but personally against the assets of supervisors, HR managers, CFOs, CEOs, and board members.
Focusing on only the new salary requirements can be a big mistake. One must also preserve and protect the salaried status once it has been properly established.
- The new salary rules
- Who fits?
- Alternatives for positions that no longer qualify
- Protecting the exemptions (avoiding improper processes, danger areas and land mines)
- Improper deductions (absence, discipline, illness, performance, military leave, etc.)
- When can you dock salary for absence?
- Avoiding land mines
- FMLA, work from home
- The "Safe Harbor" and other policies that can prevent organizational and personal liability
Who Should Attend?
The broad audience is any and all employers with salaried employees. More specifically: Human Resources, Office Managers, Chief Financial Officers, Payroll and Accounting staff
Please note: This site employs features that may cause unexpected behavior in older versions of Internet Explorer. If you experience a problem, try refreshing your screen. If this doesn't solve the problem, click on this link.
You may contact us by using the Online Chat button below.