DOL Changes to FLSA Over-time Requirements in 2016
The Fair Labor Standards Act (FLSA) requires private sector and federal, state, and local governmental employees be paid a minimum wage and overtime for hours worked in excess of 40 per week.
In June 2015, the United States Department of Labor (DOL) submitted proposed rules to update the FLSA for overtime pay regulations. The proposed rules extend overtime pay to as many as 4.6 million workers who are currently exempt from over-time pay under the current regulations.
The proposed changes will increase the salary level of full time workers, will update salary levels automatically, and increase the salary level for highly compensated, exempt employees.
In this two-hour LIVE Webcast, The Knowledge Group has assembled a panel of thought leaders and labor law attorneys to discuss the effect of proposed DOL Changes to FLSA Overtime Requirements in 2016. Speakers will help the audience in preparing for and implementing the regulatory changes to avoid common pitfalls.
Key topics include:
- FLSA Wage and Hour Laws: Updates
- Employee and Over-time Exemptions
- Wage and Over-time Calculations
- Update on DOL Enforcement Actions
- Significant Litigation Issues
- Compliance and Litigation Risk
- Best Practices
David J. Quan, Principal
Law Office of David J. Quan
- What are the reasons that the Department of Labor proposed the new rule changes to overtime-eligibility qualifications?
- What are the going to be the effects of the changes – numbers of people that will be affected, projected increases in the amount of wages that will be generated?
- What impact will these changes have on FLSA lawsuits, particularly collective action lawsuits that have had significant increases in recent years?
- What strategies are available to employers to limit the effects of the changes?
Bonnie R. Burke, Attorney
Lawrence & Bundy LLC
- The proposed changes not only increase the annual salary and compensation minimums for overtime exemption but, for the first time, propose a change that will include a mechanism to automatically update the standard salary test, increasing the salary threshold annually.
- Nondiscretionary bonuses, particularly those that are tied to productivity and profitability, might be permitted to count toward the salary level requirement.
- The discussion of-and questions posed about-the duties requirement for exemption in the Notice of Proposed Rulemaking should be carefully examined and considered by employers.
- The Final Rule is anticipated in about June or July. Employers should begin reviewing job duties of exempt positions immediately, as the task may be quite time-consuming. Budget reviews should also begin immediately to plan for compliance.
Who Should Attend:
- Employment and Labor Lawyers
- Human Resources Personnel
- Employment Law Advisors
- Employee Relations Professionals
- In-House Counsel
- Wage & Hour Litigation Practicing Attorneys
- Wage & Hour Consultants
- Senior Management
David J. Quan brings a practical and personable approach to finding solutions for disputes between employers and their employees. Mr. Quan is Board Certified in Labor and Employment law by the Texas Board of Legal Specialization and has over twenty years of experience in this area of practice representing both individuals and management. He has served as successful lead counsel in numerous employment litigation matters, and provides excellent legal research, writing, and counseling skills. Additionally, Mr. Quan is trained and has served as a mediator, and also spent six years serving as an Associate Municipal Court Judge for the City of Houston.
David J. Quan brings a practical and personable approach to finding solutions for disputes between employers and their employees. Mr. …
As an attorney at Lawrence & Bundy, LLC, Bonnie Burke focuses on labor and employment matters. Bonnie defends employers in both single plaintiff and collective actions arising under the Fair Labor Standards Act (FLSA). As part of her wage-and-hour practice, Bonnie analyzes complex claims, identifies appropriate and cost-effective defense strategies, interviews witnesses, manages extensive document reviews and has administered multimillion dollar settlements.
Bonnie also provides preventative counseling, working with employers to minimize their exposure to investigation and litigation under the FLSA. She counsels employers on a wide variety of other labor and employment matters, including personnel policies and procedures and employment contracts.
As an attorney at Lawrence & Bundy, LLC, Bonnie Burke focuses on labor and employment matters. Bonnie defends employers in …
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About Law Office of David J. Quan
The Law Office of David J. Quan was first established nearly eleven years ago in January 2005. Mr. Quan also is proud to serve as Of Counsel to two highly-regarded law firms -- Martin, Disiere, Jefferson & Wisdom, LLP and the Quan Law Group, PLLC.
About Lawrence & Bundy LLC
Founded by Allegra Lawrence-Hardy and Thomas Bundy, the litigation firm Lawrence & Bundy delivers the results clients demand. With innovative problem solving and creative fee arrangements, the firm provides agile, effective, efficient solutions for clients nationwide. Lawrence & Bundy represents an array of sophisticated business entities and people in Atlanta, GA, and Washington, DC.