One of the most common, and dangerous, mistakes your practice can make is thinking that because an employee is paid via salary, you don’t have to pay them overtime.
To pay your employees correctly, it is essential that you accurately classify them as either exempt or nonexempt. Making an error when classifying employee exemption statuses (whether they are exempt to overtime or not), opens the door for attorneys to sue you for back wages – for all possible employees you’ve paid incorrectly. If this happens, you’ll be on the hook for unpaid wage, legal fees and costs.
That’s not all, you can also be required to pay an equal amount in damages for every dollar of back wages you owe. The good news is that complying with FLSA requirements doesn’t have to be difficult, with a little help…
This is where attorney Michelle Anderson, JD, wage and hour compliance expert, can help. Michelle has defended employers in wage-and-hour litigations. So, she can show you how to protect your practice. During her online training, Michelle will walk you through how to comply with FLSA requirements, and how you can head off employee wage/hour audits and lawsuits before they occur.
Here are just a few of the practical strategies you’ll receive during this online training that will help you comply with FLSA wage and hourly compensation requirements:
- Demystify how to properly classify exempt vs nonexempt employees – every time
- Uncover how paying an employee overtime now, can save you thousands later
- Stop nurse compensation plans from landing you in court
- Pin down FLSA salary threshold levels to avoid compliance errors
- Correctly incorporate breaks and lunches to avoid FLSA lawsuit
- Spot when a staff member can and can’t be considered a contractor
- Incorporate correct types of pay plans for nonexempt employees
- Resolve FLSA risk areas fast with easy-to-implement internal audit process
- Identify when administrative staff don’t qualify for overtime
- Pinpoint specific NP and PA pay structure problems that can get you sued
- Identify employee classification risk areas, and fix them before they’re a problem
- Overcome common wage/hour compliance errors before being hit with FLSA penalties
- And much, much more!
Just because you’ve always paid your employee one way, doesn’t mean it is correct. The penalties and consequences you’ll face by sidestepping confusing FLSA requirements (including pay structures, employee classification and wage/hour rules) are too severe for you to risk making these important decisions without expert advice. Don’t make the mistake of letting wage and hour compliance decisions slide to the bottom of your pile.
Sign up for this 60-minute, plain-English, online training today to help you comply with confusing and complicated FLSA requirements, and protect your practice against expensive and stressful employment compensation lawsuits. To guarantee your attendance, register today!
With unique training and more than 20 years of experience in executive management, workforce development, and practicing employment law, Michelle Anderson helps businesses anticipate and solve practical and legal challenges in the workplace by defending against various claims and assisting with compliance practices and procedures.
Michelle defends employers against claimed violations involving unlawful discrimination, harassment, wrongful termination, retaliation, breach of contract, leave and disability, wage and hour, unfair labor practices, and public accommodations and workplace safety laws. To help clients comply with applicable laws and regulations, she advises on multi-state employee handbooks, employment applications, policies, and procedures; workplace investigations; Americans with Disabilities Act (ADA) matters; human resource management and systems; supervisor training; diversity and inclusion; criminal background checks; as well as Fair Labor Standards Act (FLSA) and state wage and hour audits.
An integral member of the firm’s Wage and Hour Practice Group and Women’s Initiative and Leadership Committee, she is also a key contributor to Fisher Phillips’ COVID-19 Task Force, which has been a leader in providing advice and training to businesses around the country.
Before law school, Michelle had a successful career in workforce development, operating and managing employment and training programs for a private non-profit corporation under contracts from federal, state, and local governments. Among many others, these programs supported individuals with disabilities, those lacking a GED or high school diploma, and those on public assistance.