Yes and no. On the one hand, telecommuting can offer many valuable benefits to both employers and employees, in terms of flexibility and cost management. On the other hand, telecommuting necessarily means loosening the reins on supervision. When workers start working off the clock in ways employers don’t anticipate or document, you’re setting yourself up for increased wage/hour lawsuits. And this is what many employers across the country are facing right now: costly class action lawsuits brought by telecommuters demanding compensation for overtime and more.

Don’t let a cost-saving arrangement turn into a costly nightmare for your organization. Order this in-depth, interactive webinar recording all about how to protect yourself from wage/hour claims brought by telecommuters.

You and your colleagues will learn:

• Common mistakes employers make concerning telecommuters’ compensation – and how to avoid them
• How to establish and enforce a timekeeping policy that makes sense for your entire workforce, including your sometimes-overlooked remote workers
• Why it’s crucial for you to define the parameters of each telecommuting arrangement
• How to accurately and effectively account for telecommuters’ hours – and what to do if you uncover timekeeping errors
• Proactive measures you can take right now to ensure that you don’t become part of this new litigation trend
• Effective strategies for defending telecommuting-related wage and hour claims

Mark Jacobs, Esq., is an associate in the Irvine, California, office of Fisher & Phillips, LLP. His practice is focused on defending employment-related lawsuits and administrative complaints on a variety of issues, including harassment, retaliation, and discrimination. Jacobs represents employers in both state and federal courts as well as before state and federal agencies, such as the Equal Employment Opportunity Commission, the California Department of Fair Employment and Housing, and the Division of Labor Standards Enforcement. He has expertise in handling complex, multi plaintiff harassment and discrimination matters, wage and hour, and other administrative matters.

With a significant portion of his practice devoted to preventive employee-relations programs that include supervisory training and the development and administration of effective human resources policies and practices, Jacobs is a frequent lecturer before trade groups, associations, insurance organizations, and private employers. He regularly conducts in-house management seminars and training sessions for executives, supervisors, managers, and human resources professionals in all aspects of labor and employment law, including hiring and firing, FMLA, ADA, arbitration, wage and hour compliance, and equal employment opportunity law. Prior to joining the firm, Jacobs worked as a legislative aide in the California State Assembly and served as a Deputy Attorney General in the California Attorney General’s Office.

Bruce Larson, Esq., is an associate in the Irvine, California, office of Fisher & Phillips, LLP. While in law school, he worked as a lawclerk for Administrative Judge Gladys Collazo of the EEOC Hearings Unit in Washington, D.C. He has also utilized his language skills to act as an English/Tagalog translator for various pro bono organizations, such as the Asian Pacific American Legal Resource Center and Legal Aid of Northern Virginia.

Approved for Recertification Credit

This program has been approved for 1.5 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.

Questions? Speak with a customer service representative.