New Department of Labor (DOL) Overtime Regulations
Learn what the DOL overtime rule effective January 1, 2020 requires, how to prepare, audit and communicate status changes, and how to avoid off-the-clock violations.
Speaker
Margie Faulk
HR compliance advisor · HR Compliance Solutions, LLC · PHR (HRCI)
Overview
The Department of Labor overtime rule that took effect on January 1, 2020 was estimated to affect 1.3 million workers. It requires exempt salaried employees to earn at least $684 per week, or $35,568 a year, and raised the total annual compensation threshold for highly compensated employees (HCE) above the previous $100,000 level.
The rule also lets employers count nondiscretionary bonuses and incentive payments, including commissions, paid at least annually toward up to 10 percent of the standard salary level.
This 90-minute DOL overtime rule webinar covers how the rule differs from earlier regulations, which companies and non-exempt employees are affected, states with different overtime rules, the DOL's focus on off-the-clock work, violations, penalties, budget impact, internal audits and how to communicate changes to employees.
Why attend: Changing employees from exempt to non-exempt can raise costs and cause confusion and morale problems if handled poorly. Knowing the rule, auditing your classifications and having a communication plan in place before making changes helps you stay compliant and keep employees' trust. This session suits senior management, HR managers and generalists, managers and supervisors, compensation, payroll, operations and compliance professionals, business owners and those who handle employee relations.
What’s covered
- What the rule requires and how it differs from previous overtime regulations
- Which companies are affected and how non-exempt employees are affected
- Changes for highly compensated employees
- Whether the rule changes DOL definitions
- States with different overtime regulations
- Preparing for compliance and steps to take before changes take effect
- Reducing the impact on your budget and the financial effect of changes
- What counts as a violation, and penalties and fines
- The DOL's focus on off-the-clock work and plans to enforce compliance
- Conducting an internal audit
- Communicating changes to employees
Who should attend
What you get
About the speaker
Margie Faulk is a senior level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors. Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural.
Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, Immigration compliance, employee handbook development, policy development, sexual harassment investigations/certified training, SOX regulations, payroll compliance, compliance consulting, monitoring US-based federal, state and local regulations, employee relations issues, internal investigations, HR management, compliance consulting, internal/external audits, and performance management.
Margie is a speaker and accomplished trainer and has created and presented compliance seminars/webinars for over 16 US and International compliance institutes. Margie has testified as a compliance subject matter expert (SME) for several regulatory agencies and against regulatory agencies, thank goodness not on the same day. Margie offers compliance training to HR professionals, business owners, and leadership to ensure compliance with workplace and regulations.
Margie’s unique training philosophy includes providing free customized tools for all attendees. These tools are customized and have been proven to be part an effective risk management strategy. Some of the customized tools include the I-9 Self Audit. Correction and Storage program, Ban the Box Decision Matrix Policy that Employers can provide in a dispute for allegations, Family Medical Leave Act (FMLA) Compliance Guide, Drug-Free Workplace Volatile Termination E-Book and other compliance program tools when attendees register and attend Margie’s trainings.
Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).
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