FLSA is More Than Meets The Eye.
It can be confusing to understand how FLSA’s exemption status for overtime work is determined. But just because a company pays a salary doesn’t mean workers are automatically “exempt” from FLSA overtime pay. In the virtual class, you’ll learn about the tests used to determine whether workers are exempt from paying FLSA overtime and minimum wage.
Virtual Class: FLSA Training April 12th | 10am – 2pm
WHO SHOULD ATTEND?
The Fair Labor Standards Act doesn’t just apply to HR – it shares its impact across multiple departments and positions across the company. Take a look at the list below to see if you or your colleagues would benefit from this training.
WHAT WILL YOU LEARN?
The Fair Labor Standards Act and its regulations can be hard to understand, but we can help break them down. Onsi’s FLSA Virtual Training Class covers a multitude of topics relating to the Wage and Hour laws so you can understand your responsibilities as an employer.
FLSA's Three-Prong Exemption Test
Employees who are exempt from FLSA protections must meet certain tests regarding their job duties, salary level, and salary basis. In this class, you will learn the day-to-day activities in meeting the “duties” definition for executive, professional, administrative, and computer professional exemption categories. As well as the impact of the salary basis test to the overall exemption analysis.
Exceptions to the Salary Basis Test
In this class, you will learn the five scenarios where you have the option to pay an exempt employee by the hour, on a fee basis, or on a salary after meeting the professional “duties” test.
When Fee Basis Can Be Used
Employees who meet the “duties” test of the administrative or professional exemption can be paid on a fixed “fee basis” for a single job instead of a salary. In this class, we will examine who this applies to and the various nuances in the determining whether the fee payment meets the minimum salary level requirement.
Duties Test Requirements for FLSA Exemptions
FLSA provides an exemption from both minimum wage and overtime pay for those employed as bona fide executive, administrative, professional (learned and creative), and computer professionals. Each of these categories possess their own exemption requirements, and in this class we will dive into each of them.
Calculating Non-Exempt Employees' Compensable Hours
What some companies consider to be “off-the-clock” activities are otherwise considered as “suffered or permitted work” by the U.S. Department of Labor. Whether its travel time, on-call time, or training time – this class covers it all.
And much, much more!
WHAT OUR CLIENTS HAVE TO SAY
COO at Dependable Health Services Inc.
Chief Financial Officer at Lifehealth Inc.
Benefits Administrator Complete Mobile Dentistry
Our Virtual Class will be hosted online on April 12, 2022. Register for the class down below, and we will keep you updated with virtual invitation closer to the event.
Need more time? Let's stay in touch.
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