2022-2023 Wage and Hour Laws: FLSA
The major provisions of the FLSA are concerned with minimum wage rates and overtime payments, child labor, and equal rights. The US Department of Labor, Wage & Hour Division, oversees federal labor laws. Additionally, State DOLs administer state labor laws. Failure to comply with Wage & Hour laws may result in the employer paying the employee back wages, damages, penalties, attorney fees and court costs, plus the prospect of civil and criminal penalties from federal and/or state governments. Therefore, Wage & Hour compliance is of the utmost importance.
Join us on Standeagle this November to learn the groundwork for determining whether your employees are properly classified as Exempt or Non-exempt and ensuring that wage and hour laws are being followed properly.
What You will Learn
-The Fair Labor Standards Act
-The six FLSA exemptions
-Exempt vs. Non-Exempt status
-Salary Level and Salary Basis tests
-Anticipated changes to FLSA in 2022
-Repercussions of FLSA non-compliance
Get Answers to
-What are the tests used to determine if an employee is exempt from FLSA?
-Why is determining the primary duty of a job so important?
-How to determine when to pay overtime?
-How to calculate overtime pay?
-What are the minimum wage provisions under FLSA?
-What are the equal pay provisions under FLSA?
-What are the child labor regulations?
-What are the recordkeeping requirements?
Who Will Benefit
-Human Resources Professionals
-Compensation Professionals
-Compliance professionals
-Payroll professionals
-Managers & Supervisors
-Employees
You may ask your Question directly to our expert during the Q&A session.
Diane L. Dee
Diane holds a Master Certificate in Human Resources from Cornell University’s School of Industrial and Labor Relations and has attained SPHR, SHRM-SCP, sHRBP, and HRPM® certification.
Diane is a member of the National Association of Women Business Owners and the Society for Human Resource Management. Additionally, Diane performs pro bono work through the Taproot Foundation, assisting non-profit clients by integrating their Human Resources goals with their corporate strategies.
Standeagle is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.0 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please portal.shrm.org.
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