This webinar discusses 10 areas of wage and hour and tax law that when misunderstood or applied incorrectly causes employees to be paid or taxed incorrectly with the resulting penalties, fines and interest levied on the employer. Some of these wage and hour law misconceptions can even cause the employer to overpay employees forcing unnecessarily higher labor costs.
There are some who absolutely know that it is illegal to force exempt employees to record their time, it is not so.
It is also believed that if you pay an employee for a holiday it must be included in the calculation for overtime under the law, it does not.
Others are convinced that if they have a firm policy in place that states emphatically that overtime must be approved in advance or it will not be paid is perfectly legal not to pay the overtime, it is again not so.
This webinar discusses 10 areas of wage and hour law that when misunderstood or applied incorrectly.
Why Should You Attend:
Even in the 21st century there are many misconceptions about what is actually required to pay employees correctly under federal and state wage and hour laws.There are some who absolutely know that it is illegal to force exempt employees to record their time, it is not so.
It is also believed that if you pay an employee for a holiday it must be included in the calculation for overtime under the law, it does not.
Others are convinced that if they have a firm policy in place that states emphatically that overtime must be approved in advance or it will not be paid is perfectly legal not to pay the overtime, it is again not so.
This webinar discusses 10 areas of wage and hour law that when misunderstood or applied incorrectly.
Areas Covered in the Webinar:
- Weekly overtime is the only OT employers need to worry about because federal law always supersedes state law
- The workweek is whatever the company defines it as and it can be changed as the need arises
- The employer gets to decide what is worked time
- Employees do not have to be paid for sleep, travel time or other type of “unproductive time”
- Employees have the option to skip meal periods or breaks
- Benefit time such as holiday, sick or vacation pay must be included in the computation of overtime
- Only hourly employees are paid overtime
- Exempt employee cannot be forced to punch a time clock. If they did their hours exceeding 40 would be considered overtime
- An exempt employee working in an hourly position does not have to be paid overtime
- Overtime not approved in advance does not have to be paid
Who Will Benefit:
- Payroll professionals
- Human Resources
- Accounting Personnel
- Business Owners
- Lawmakers
- Attorneys
Course Provider
Vicki M. Lambert,
