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OnDemand Course

Managing Telecommuting in a Changing Legal Environment - New Challenges From COVID-19

Learn the complex wage and hour issues that must be taken into consideration when you have telecommuters in the workforce.

Although telecommuting arrangements can be beneficial to employers and employees, many employers fail to adequately meet the many legal compliance and liability challenges of telecommuting arrangements. Major changes in federal overtime exemptions and new state and local laws governing minimum wages, paid leave, wage theft, and ban the box are already having a major impact on the responsibilities of employers concerning their telecommuting employees. These compliance burdens, and the associated risk, may be particularly acute for employers who have telecommuting employees working in multiple states or cities. This topic will provide managers and legal advisers with the background they need concerning the legal landscape surrounding wage and hour, hiring, paid leave, discrimination, workers' compensation, and paid leave issues applicable to telecommuting arrangements, and the management policies and practices they should implement to reduce risk.

Learning Objectives

  • You will be able to differentiate between Exemption types
  • You will be able to recognize how the changes in the White Collar Exemptions Will Effect Telecommuting Relationships
  • You will be able to identify Best Practices in Implementing and Managing Time Keeping Systems
  • You will be able to identify Wage and Hour Issues that arise in Telecommuting Arrangements

Runtime: 85 minutes
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Why Lorman?

Over 33 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

Overview of Telecommuting Arrangements, Agreements and Policies

  • Summary of Wage and Hour Requirements and Their Particular Application to Telecommuting Employees
  • How the Changes in the White-Collar Exemptions Effect Telecommuting Relationships, and What Employers Should Be Doing to Address Them
  • Defining and Effectively Managing Compensable Work
  • Implementing and Managing Timekeeping Systems and Avoiding Off the Clock Work Claims by Telecommuting Employees
  • Rest and Meal Break Issues
  • Travel Time Issues Affecting Telecommuting Employees
  • Exempt Status Issues and Telecommuting Employees

How the Families First Coronavirus Response Act (FFCRA) and Related State Laws Impact Telecommuting

  • State Emergency Declarations and More Expansive Use of Telecommuting in Light of the COVID-19 Crisis
  • Changes to Policies and Agreements in Light of COVID -19
  • Paid Leave Issues Under the FFCRA
  • Managing and Complying With Multistate Legal Obligations That Arise in Telecommuting Arrangements
  • Local Minimum Wage Law
  • Wage Theft Laws
  • Proper Payroll Administration, Including Final Pay, Pay Statement Information
  • Hiring Issues, Including Compliance With State and Local Ban the Box Laws
  • Paid Leave Laws
  • Special Employment Discrimination Issues
  • Workers' Compensation
  • Protection of Intellectual Property
  • Arbitration and Dispute Resolution
  • Other Wage and Hour Issues That Arise in Telecommuting Arrangements
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Why Lorman?

Over 33 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 revised on April 27, 2020.

Call 1-866-352-9540 for further credit information.

  • CPE/NASBA - QAS Self Study 2.2 including Personnel/HR 2.2
     
  • Lorman Education Services is registered with the National Association of State Boards of Accountancy (NASBA) as a QAS Self Study sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its web site: https://www.nasbaregistry.org/cpas/complaints. For more information regarding administrative policies such as complaint and refund, please contact our offices at 866-352-9539. CPE Credit: Maximum Credit Hours: 2.2 each session (based on a 50 minute credit hour). You must attend at least 50 minutes to obtain credit. Field of Study: Personnel/HR for 2.2 hours. Prerequisite: basic knowledge of processing payroll. Level of Knowledge: Intermediate. Teaching Method: Seminar/Lecture. Advance Preparation: None. Delivery Method: QAS Self Study. Please refer to the information in this advertisement for outline, course content and objectives. Upon completion of this course, you will receive a certificate of attendance. Final approval of a course for CPE credit belongs with each state's regulatory board.
     
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Why Lorman?

Over 33 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

Paul M. Ostroff

Paul M. Ostroff

Lane Powell PC

  • Shareholder with the law firm of Lane Powell PC in Portland and Seattle
  • Practices in all phases of labor and employment law
  • Named in The Best Lawyers in America, Labor and Employment, 2011 to 2020
  • Named an Oregon Super Lawyer
  • Frequent speaker on labor and employment issues before national and regional professional and business organizations
  • Member, Oregon and California bar
  • J.D. degree, University of California, Hasting College of Law; M.B.A. degree, University of Chicago; A.B. degree, University of California, Berkeley
  • Can be contacted at 503-778-2122 or [email protected]
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Why Lorman?

Over 33 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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Product ID: 407733
Published 2020
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