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About This Course:
Could some of your overtime-exempt employees really be entitled to it? Are you sure?

HR managers must be diligent in determining if an employee is properly classified exempt or non-exempt or as an independent contractor under federal and state law. Then, there are requirements for pay, deductions, and meal and rest breaks, to avoid costly lawsuits and ensure fair labor practices.

You must proceed carefully when reviewing classifications to avoid costly mistakes and lawsuits. Knowing how to classify employees is critical, especially when exempt employees are performing duties beyond their job descriptions.

With the Labor Department poised to overhaul the white collar overtime exemptions, there's never been a better time to get up to speed on classification rules.

Join us for this in-depth webinar. Our presenter, a skilled employment attorney, will teach you the tests that determine if an employee is exempt, non-exempt, or an independent contractor. You'll learn what to watch out for to avoid expensive legal missteps under federal laws, and what regulations apply your state.

Learning Objectives:
  • The latest on the DOL’s pending regulations to overhaul the white collar overtime exemptions
  • Criteria you must meet to justify an exempt classification—and what requires you to classify an employee as non-exempt
  • How to tell if a worker is likely an independent contractor and not your employee
  • How the lines get blurred when an exempt employee performs non-exempt functions beyond the job description
  • Examples of when supervisors or assistant managers qualify as exempt, and when they should be classified as non-exempt
  • Key pay deduction differences for exempt and non-exempt employees—and how to avoid legal missteps
  • How the minimum wage affects exempt/non-exempt status
  • Who gets overtime, and when are exceptions made
  • How to protect from lawsuits for overtime or other pay/salary issues
  • And much more!
About Your Presenter:

Attorney Jonathan Sterling, Shareholder at Carlton Fields Jordan Burt, handles employment law, including on the defense of organizations, municipalities and individuals against claims of discrimination, harassment and retaliation. He defends employers before state and federal courts and administrative agencies in cases involving FLSA, FMLA, ERISA, freedom of expression, worker's compensation retaliation and common law claims. Mr. Sterling has performed extensive consulting and compliance work for employers, including reviewing and drafting employee handbooks, employment agreements, non-compete agreements and arbitration agreements. His compliance work has been wide-ranging; from WARN Act compliance to wage and hour issues. Mr. Sterling belongs to the Employers Counsel Network and is a frequent contributor to the Connecticut Employment Law Letter and 50 Employment Laws in 50 States.
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