2016 Update on US DOL (US Department of Labor)

The U.S. Department of Labor has announced important new - some would add, demanding-rules that need to be addressed. Beginning December 1, 2016, organizations will need to respond to the changes in the definition and requirements of Exempt and Non Exempt employees. Employees now earning less than $913 per week will qualify for overtime pay when they work more than 40 hours per week.

Meanwhile the Wage and Hour division is pursuing strategies that ensure employees are properly paid. Last year the Wage and Hour Division obtained more than $38 million in back wages for primarily restaurant workers for minimum wage and overtime violations. Additionally, the Wage and Hour Division continues to address employee mis-classification issues. As noted, the Wage and Hour Division, working with the IRS and 22 states, has issued an administrators interpretation that provides guidance to employers about whether workers are employees or independent contractors.

As noted on the U.S. DOL website, the Departments goal is to identify and strive for workplaces with fair employment practices, increased compliance, decreased employee misclassifications, and more workers receiving a fair days pay for a fair days work. Thus, effectively managing your organization requires that your organization is aware of the key issues, manages its liability and costs appropriately, properly assess its human capital risks, ensures proper supervisory and managerial performance, and achieves a positive impact on the bottom line.

This webcast provides an update of key U.S. DOL announcements, rulings, and decisions that affect their daily management of wage and hour and employment issues. The webinar further provides guidance on how management should address these issues and actions that should be taken to ensure compliance.

• Gain an understanding of key DOL issues
• Discuss the strategic issues of DOL and employment management
• Learn to identify and assess the risks associated with the wage and hour program
• Discuss the financial implications of wage and hour liabilities
• Learn how sound wage and hour management practices reduce your organizations exposure to liabilities and costs
• Identify and use Key Performance Indicators (KPIs)

This will benefit a wide array of Professionals such as:

• HR Professionals
• Internal/External Auditors
• Operations Managers
• UI Specialists
• CFOs
• Risk Managers
• Payroll Managers