Make sure you are up to date on important payroll compliance issues.
The requirements of the Fair Labor Standards Act are complex. Employers often misunderstand how the FLSA is applied and the requirements for paying overtime and minimum wage. Misunderstandings about these critical concepts can expose an employer to millions of dollars in back pay claims. The arrival of a new administration has led to some changes in the rules, which complicates matters further. This presentation will explain the Department of Labor's rules regarding tipped employees and joint employers, how domestic service workers are treated under the FLSA, and how the earning of commissions affects the calculation of the regular rate of pay used for determining the overtime pay rate.
Learning Objectives
- You will be able to recognize nuances in the law pertaining to tipped employees and commissions.
- You will be able to differentiate between employees and independent contractors.
- You will be able to identify challenges pertaining to joint employment.
- You will be able to recognize payroll implications for domestic service workers.
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Why Lorman?
Over 39 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Agenda
Tipped Employees
- Are Tips Part of an Employee's Regular Rate of Pay?
- Do Tips Count Toward an Employer's Obligation to Pay Minimum Wage?
- What Is the Current Status of Recent DOL Regulatory Changes?
Commissions
- What Exemptions Are There for Commissioned Employees?
- How Are Commissions Incorporated Into the Regular Rate of Pay?
Misclassification of Independent Contractors
- What Are the Consequences of Misclassification?
- How Do You Determine Whether a Worker Is an Independent Contractor?
Joint Employers
- What Is a Joint Employer?
- What Effect Does the DOL's Rescission of the 2020 Joint Employer Rule Have?
Domestic Service Workers
- Which Domestic Service Workers Are Covered by the FLSA?
- How Do the FLSA Requirements Apply to Domestic Service Workers
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Why Lorman?
Over 39 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Credits
OnDemand Course
This course was last reviewed on October 31, 2025.
Call 1-866-352-9540 for further credit information.
- Arizona CLE 1.0
- The Arizona State Bar does not pre-approve or pre-certify MCLE programs. However, records of this program and attendance will be maintained by Lorman Education Services/Noggin Guru for auditing purposes. This activity may qualify for up to 1.0 hour(s) toward your annual CLE requirement for the State Bar of Arizona.
- CA MCLE 1.0
- Lorman Education Services/Noggin Guru is a State Bar of California approved MCLE sponsor and this course qualifies for 1.0 CLE hour(s) of participatory credit.
- CT CLE 1.0
- Neither the Connecticut Judicial Branch nor the Commission on Minimum Continuing Legal Education approve or accredit CLE providers or activities. This course has been approved for CLE credit in jurisdictions aside from CT and therefore it automatically meets the content and delivery requirements in Connecticut. Credit is based on a 60 minute credit hour and shall be awarded as follows: 1.0 CLE credit(s).
- GA CLE 1.0
- This program has been approved by the Georgia Commission on Continuing Lawyer Competency for 1.0 CLE hour(s).
- MO CLE 1.3
- This course qualifies for self-study CLE credit in Missouri.
- VT CLE 1.0
- This self-study program has been approved by the Mandatory Continuing Legal Education Board of Vermont for 1.0 hour(s) of CLE credit. Please note: Attorneys may only claim 12 credits per compliance period in this format. This course is considered "Non-Moderated Programming without Interactivity".
- WA CLE 1.0
- This program has been approved by the Washington State Board of Continuing Legal Education for 1.0 hour(s) of A/V credit under the Law & Legal Procedure category.
SHRM 1.0
- Lorman Education Services/Noggin Guru Inc. is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.0 PDC(s) for the SHRM-CP or SHRM-SCP.
To earn each credit Lorman offers through the OnDemand learning platform, you need to watch 100% of the program. Also, for certain credits you will need to fulfill additional requirements which will be displayed on the "credits" tab when viewing the course.
This program does NOT qualify, nor meet the National Standard for NASBA accreditation.
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Why Lorman?
Over 39 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Faculty
Calvin R. House
Gutierrez, Preciado & House, LLP
Calvin House
- Partner in the Pasadena, California law firm of Gutierrez, Preciado & House, LLP, where he defends and counsels employers on employment law matters
- Previously practiced at Cravath, Swaine & Moore in New York and in the Los Angeles office of what is now Norton Rose Fulbright
- Tried scores of employment cases to federal and state juries and judges and administrative tribunals
- Conducts regular seminars and workshops on such employment law topics as wage and hour requirements, mandatory leave statutes, reasonable accommodation of disabilities, discrimination, harassment, and wrongful termination
- Member of the prestigious American Board of Trial Advocates and has achieved the highest rating in the Martindale-Hubbell Law Directory
- J.D. degree and B.A. degree, Columbia University
- Can be contacted at [email protected] or 626-449-2300
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Why Lorman?
Over 39 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
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