Every employer must properly classify all employees as “exempt” or “non-exempt” for overtime purposes. If an employer gets it wrong, it exposes itself to litigation, Department of Labor complaints, and substantial financial liability for unpaid overtime. Classification is no easy matter of separating employees into “manager” and “non-manager” categories.
Friday, August 12, 2016
12:00 PM - 1:00 PM
Nebraska Activity #126883, 1.0 hour CLE
Every employer must properly classify all employees as “exempt” or “non-exempt” for overtime purposes. If an employer gets it wrong, it exposes itself to litigation, Department of Labor complaints, and substantial financial liability for unpaid overtime. Classification is no easy matter of separating employees into “manager” and “non-manager” categories. Moreover, the changing nature of the workplace, including how technology allows us to work, has significantly altered when a work day begins and ends, and thus the overtime payments to which non-exempt employees are entitled. This program will provide you with a real-world guide to the rules and principles governing worker classification, trends in DOL audits and private independent contractor litigation, and best practices for avoiding liability.
Day 2 – August 12, 2016:
- Determining when an employee has managerial or administrative functions
- Treatment of “inside” and “outside” sales people
- Smartphones, technology and the “constant communications” rule
- Working remotely – when does the workday begin and end?
- How to handle meals and rest time
- Donning and doffing of uniforms
- Off-the-clock time
Raymond W. Bertrand is a partner in the San Diego office of Paul, Hastings LLP, where he represents employers in a wide range of employment matters. His litigation practice includes wage and hour, discrimination, harassment, retaliation, leaves of absence, contract disputes, wrongful discharge, whistleblower, trade secrets and other types of employment-related matters. In the wage and hour context, he also represents clients before the U.S. Department of Labor and state regulators. He also authors the wage and hour section of Matthew Bender’s“California Labor & Employment Bulletin” and has authored various articles on wage and hour matters. Mr. Bertrand received his B.A. from State University of New York Binghamton and his J.D. from Albany Law School.
To Register:Cost $89.00
If you need additional information on your CLE credits please contact:
- Click on above link
- Click “Login to add to cart” button at the bottom of the program page
- This will take you to the log in page, FIRST time users will need to create a user name and password that is separate and distinct from any information you may have used for the Nebraska State Bar website
- Please be sure to use the attorney name and contact information of the person who is to receive the CLE credit
- Once completed click “Update & Proceed to Payment”
- The final step is to click “Submit Payment”
- At this point you will receive an email confirmation of the purchase
- The day before the Program you will receive the dial in information and program materials
- We will submit the program participation information to the Nebraska State Bar Association within 48 hours of the program completion
Sara Weber, Nebraska State Bar Association
(402) 475-7091 ext # 131; email@example.com