Ensure wage and hour compliance and avoid wage theft.
Federal and state wage and hour laws are nuanced and exacting and thus require expertise to avoid wage theft litigation. With the ever-increasing surge in federal and state Department of Labor investigations, as well as lawsuits filed by the private plaintiff's bar, it is critical that employers maintain lawful wage and hour policies and practices. This topic will assist employers in understanding how to prevent various forms of wage theft with federal and state wage and hour laws; and how to achieve best practices for implementing company policies in line with current regulations. This material is important for any employer, large or small, to ensure that its wage and hour practices do not run afoul of the law.
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Why Lorman?
Over 36 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
Forms of Wage Theft: Payroll and Notice Peculiarities
- Computing Hours Worked: Common Mistakes and Wage Theft Red Flags
- Remote Work and Off-The-Clock Work
- Exempt vs. Nonexempt Employees
- State Payroll Deductions
- Withholding Pay at Separation
- Other Important Notice and Posting Requirements
Avoidance of Intern Misclassifications
- The Intern Exception: Guidance on Which Workers Qualify as Unpaid Interns Under the FLSA
- Important Case Law Regarding the Intern Exception
- Different Rules for Nonprofit Organizations and Public Sector Entities
- Practical Consideration for Implementing a Successful Internship Program
Ensuring Compliance With Recordkeeping Peculiarities to Prevent Wage Theft
- Including All Data Required by Law
- Preserving Records for the Requisite Time Periods
- State Law Peculiarities
- Other Best Practices
Properly Compensating Tipped Employees
- Providing Proper Tip Notice
- Ensuring Tip Credit Compliance
- Maintaining a Proper Tip Pool
- Instituting Lawful Service Charges or Administrative Fees
Proposed Department of Labor Regulations on Overtime and Exemptions
- Preparing for the Avoidance Misclassification Law Suits
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Why Lorman?
Over 36 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 December 9, 2021.
Call 1-866-352-9540 for further credit information.
- AIPB 1.0
- This program is acceptable for 1.0 CPEC(s) towards the CB designation through the American Institute of Professional Bookkeepers (AIPB).
- CPP/FPC
- Lorman Education Services is an approved provider through the American Payroll Association. This seminar is approved for 1.0 RCHs.
PLEASE NOTE: To receive credit through the American Payroll Association for this program you MUST attend the program in its entirety, complete all progress checks and pass the final exam. You cannot obtain credit if you have already completed this course in its live version.
- AK CLE 1.0
- Alaska attorneys may receive 1.0 hours of continuing legal education for completing this program. Please contact the Alaska Bar Association or go to www.alaskabar.org for details regarding reciprocity with other states.
- AL CLE 1.1
- This course or a portion thereof has been approved by the Alabama State Mandatory Continuing Legal Education Commission for a maximum of 1.1 hours credit.
- AR CLE 1.0
- This course has been approved for 1.0 hours of CLE by the Arkansas CLE Board.
- 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 for auditing purposes. This activity may qualify for up to 1.0 hours toward your annual CLE requirement for the State Bar of Arizona.
- CA MCLE 1.0
- Lorman Business Center, LLC. is a State Bar of California approved MCLE sponsor and this course qualifies for 1.0 CLE hours of participatory credit.
- HI CLE 1.0
- This program was approved by the Hawaii State Board of Continuing Legal Education for 1.0 CLE credit hours.
- IL CLE 1.0
- This course was approved for a total of 1.0 hours of MCLE Credit by the Illinois MCLE Board.
- ND CLE 1.0
- North Dakota CLE policy does not allow for pre-approval of any self-study courses. This course may qualify for up to 1.0 hours of CLE credit.
- NH MCLE 1.1
- NH MCLE does not approve or accredit CLE activities for the NH Minimum CLE requirement. Lorman Education Services believes this Ondemand course meets the requirement of NH Supreme Court Rule 53 and may qualify for CLE credit(s). Program Length: 63 Minutes.
- NJ CLE 1.2
- This program has been approved by the Board on Continuing Legal Education of the Supreme Court of New Jersey for 1.2 hours of total CLE credit.
- PA CLE 1.0
- This Distance Learning program has been approved by the Pennsylvania Continuing Legal Education Board for 1.0 hours of substantive law, practice and procedure CLE credit.
- RI CLE 1.0
- This program has been approved by the Rhode Island Mandatory Continuing Legal Education Commission for 1.0 hours of CLE credit.
- 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 hours of A/V credit under the Law & Legal Procedure category.
- WI CLE 1.0
- This program qualifies for 1.0 hour(s) of ondemand CLE through the WI Board of Bar Examiners.
- WV MCLE 1.2
- This program has been approved by the West Virginia State Bar MCLE Commission for 1.2 MCLE hours.
HR Certification Institute 1.0
- This E-Learning program has been approved for 1.0 (General) recertification credit hours toward aPHR(TM), aPHRi(TM), PHR®, PHRca®, SPHR®, GPHR®, PHRi(TM) and SPHRi(TM)recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
SHRM 1.0
- Lorman Education Services 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.
- Those applying for AIA and HRCI must view 100% of the program and answer the questions following the program.
This program does NOT qualify, nor meet the National Standard for NASBA accreditation.
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Why Lorman?
Over 36 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
Jeffrey M. Landes
Epstein Becker & Green, P.C.
- Partner in the New York office of Epstein Becker & Green, P.C. in the Employment, Labor & Workforce Management practice, where he co-leads the retail service team
- Experience includes counseling clients in a variety of industries including financial services, retail, and communications; in all facets of employment law, including compliance with EEO laws and other statutes governing the workplace, independent contractor issues, executive terminations, restrictive covenants, drug testing, background checks, employee discipline and terminations, reorganizations, workplace investigations, leaves of absence, and development of handbooks and personnel policies and procedures
- Practice also includes preparing employment, consulting and separation agreements, counseling multinational companies on unique labor and employment law issues, and conducting wage/hour and human resource audits
- Regularly conducts workplace training sessions for employees and managers and human resources personnel concerning performance management, harassment, diversity, EEO issues, and wage/hour issues, including pay practices and exempt/nonexempt classification issues
- Has represented employers in wage/hour audits before the U.S. Department of Labor and other federal and state administrative agencies
- Past member of the Labor and Employment Committee of the Bar Association of the City of New York and currently a member of the Equal Employment Opportunity Committee of the New York State Bar Association's Labor and Employment Section
- Can be contacted at 212-351-4601 or [email protected]
Jeffrey H. Ruzal
Epstein Becker & Green, P.C.
- Member in the Employment, Labor & Workforce Management practice, in the New York office of Epstein Becker & Green P.C.
- Leads the firm’s hospitality service team and represents clients in such diverse industries as hospitality, financial services, retail, health care, and technology
- Recommended in The Legal 500 United States, in the Workplace and Employment Counseling category, 2018
- Represents employers in the defense of putative collective actions under the Fair Labor Standards Act and class actions under the New York State Wage and Hour Law
- Interviewed and quoted by NPR News, Law360, Bloomberg BNA Daily Labor Report, and the Society for Human Resource Management; written numerous articles on significant employment law issues that have been included in, among other leading publications, Law360, Thomson Reuters Practical Law, and Bender’s Labor & Employment Bulletin; frequently speaks at national conferences and webinars on a variety of important employment law topics
- Conducts audits of employers' policies and procedures to determine compliance with applicable federal, state, and local laws
- Counsels employers with respect to federal and state wage and hour compliance, including exempt employee and independent contractor classification audits, compensation reviews, and nonexempt recordkeeping practices, prepares and advises on bonus and commission plans and various other compensation agreements and arrangements, provides advice and workplace training on wage and hour compliance, reductions in force, discrimination, and other employment issues
- Prior to joining Epstein Becker & Green, he served as a trial attorney at the U.S. Department of Labor, Office of the Solicitor, in New York, New York, where he was responsible for civil enforcement of the Fair Labor Standards Act and its implementing regulations from wage and hour investigations through trials
- Can be contacted at 212-351-3762 or [email protected]
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Why Lorman?
Over 36 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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