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Planning for Compliance with the NEW FLSA Regulations | Live Webinar

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Compliance is Easy – Preparing for it is the Hard Part
Webinar Includes 60 mins Live Webinar , Free Handouts , Certificate and Q/A Sessions.

Unless ALL of your exempt employees make more than $47,476 a year, the new regulations will increase your labor costs.

We all know the new regulations for determining exempt status will become effective December 1, 2016. The compliance part is simple – if an employee earns less than $913 a week, they are non-exempt.

That’s all you have to know – right?

Not so fast – a few questions need to be answered first.

Have you thought about the cost of compliance?
Have you determined what the total earnings of an employee who will now be eligible for overtime will be?
Will these people now end up making more than their boss?
Where will you find the money to cover the additional cost?
Will you have to cut the earnings of employees who move from exempt to non-exempt?
If you cut the pay of supervisory employees, will they
Will you have to lay off some people when the labor cost gets too high?
Are there other options available for money savings?
Will the benefits for the employees changed to non-exempt remain the same?
What will the affect be on employee morale?
The new salary level test raises the minimum salary requirement to qualify as an exempt employee from $455 a week to $913 a week.

Before implementing any changes, you have to know the implications of your decisions. And the new regulations have caused more questions than answers. There will be an increased cost to do business. This will be the case in most businesses. Making changes to employee pay may also cause many employee relations issues – to both the employees directly affected by the change and to other employees who are not.

We have until December 1, 2016 to be in compliance with the new regulations. It is a good time to learn how compliance will affect your business.

Areas Covered

A review of the Three Tests that must be Met to Qualify as an Exempt Position
How the new Salary Level Test will impact Your Business
Understanding the Financial Impact of Converting Salaried Employees to Hourly
Ways to Limit Labor Costs Increases
Handling Bonuses Under the New Guidelines
Employee Relations Implications
Potential Implications to Your Business Model
The Importance of Proper Communications to Affected Employees
Who will Benefit

CEO’s
CFO’s
Human Resources Executives
Payroll and accounting managers
Payroll processing professionals
Employers and Business owners
Human Resources Specialists and managers
Industries who can attend

Planning for Compliance with the NEW FLSA Regulations
Compliance is Easy – Preparing for it is the Hard Part
Unless ALL of your exempt employees make more than $47,476 a year, the new regulations will increase your labor costs.

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