This webinar recording is part of a four-session
Virtual Boot Camp, including:
- December 16 - The Professional Exemption
- December 17 - The Executive Exemption
- December 21 - The Outside Sales Exemption
Get more information about the
Overtime Classification Boot Camp.
Misclassified employees—your administrative, professional, executive, and outside sales workers whom you’ve mistakenly treated as exempt from overtime—are a huge, expensive, ticking time bomb for many employers around the country:
- More class action lawsuits were filed against employers this year on wage and hour issues than any other employment issue—with more on the way for 2010.
- Federal regulators have announced plans to hire more field investigators and increase payroll audits next year to uncover these payroll violations.
- Deciding which employees meet Fair Labor Standards Act (FLSA) guidelines for exemptions is very tricky business – and even an honest mistake can put you on the hook for several years’ worth of back pay (plus additional damages and attorney’s fees).
With the risk of wage/hour litigation on the rise, now is the time for Boot Camp.
Order this in-depth, practical webinar recording all about the administrative exemption. You and your colleagues will learn:
- The most common mistakes employers make when classifying administrative employees for overtime purposes – and how you can avoid repeating them
- How to apply the salary level and standard duties tests to your administrative workers
- What “exercise of discretion and independent judgment” really means, in plain English, and why it’s different from the typical administrative employee’s basic job skills
- How to review your administrative job classifications and descriptions in search of any red flags that could mean classification problems
- The recordkeeping techniques you can use to defend your overtime exemptions for administrative employees
- The safest ways to fix overtime exemption errors—without triggering DOL audits and employee claims
- Why—and how—you should regularly audit your administrative exempt classifications
4 Webinars to Help with Your FLSA Challenges
Workers can be classified as exempt from overtime if they fall under one of four exemptions. The administrative exemption, covered in depth in this webinar, is one of the four. Don’t miss these webinars from BLR that will provide additional in-depth guidance on the other three exemptions:
Order all 4 recordings and save $281!
Recordings only: just $595—over a 30% savings
There’s no better way to get your wage & hour practices in line for 2010 than a complete review of the four overtime exemptions—take advantage of our full series and save now.
Best of all, you can train your entire team for one low registration rate and attendees of all four sessions can earn up to 6 hours of HRCI recertification credit. It’s incredibly cost-effective training.
This webinar was recorded on Monday, December 14, 2009
About Your Speaker:
Rebecca M. Aragon, Esq., chairs the labor and employment practice group at the Los Angeles office of the nationwide law firm Venable, LLP. A partner in the firm, she is a 20-year veteran of labor and employment litigation who represents employers and management clients in federal and state courts on issues ranging from wage and hour claims and discrimination complaints to wrongful termination and whistleblower suits. Also, she advises her clients around the country on complying with wage and hour laws and regulations and numerous other employment issues. She earned her law degree from Georgetown University.
Daniel B. Chammas, Esq., is a partner in the labor and employment practice group in Venable's Los Angeles office. He has extensive experience defending employers in wage and hour class actions and other employment disputes, from actions for unpaid wages and sexual harassment claims to wrongful termination litigation and racial discimination complaints. Also, he advises clients on drafting employee handbooks and complying with California and federal wage and hour laws. He earned his law degree from Stanford University.
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.
