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Wage and Hour Virtual Summit

Wage & Hour Compliance Virtual Summit

is just $897.
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This extended web seminar was held: Thursday, June 17, 2010.

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For one low price, you and your entire management team can make sure your wage & hour policies aren’t inviting legal headaches and devastating penalties.

HRCI SealThe use of this seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCIs criteria to be pre-approved for recertification credit.

CREDIT INFORMATION: This program has been approved for 4.75 recertification credit hours through the HR Certification Institute. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.

The publisher of your state's Employment Law Letter presents
Wage & Hour Compliance Virtual Summit: Avoiding Pay Policy Errors in 2010 and Beyond

This multi-media live seminar will be delivered via the Internet. You get the professional education and policy administration guidance of an off-site seminar, for as many colleagues as needed, at a fraction of the price.

Workshop Leaders | Agenda | Order Now| Download Brochure

"I am pleased that we have successfully hired over 250 new WHD (Wage & Hour Division) investigators to reinvigorate this agency." — Secretary of Labor Hilda L. Solis

Learn how to avoid the DOL's new employee misclassification crackdown and let us show you how to avoid the errors that invite crushing lawsuits by participating in this all-new web seminar for employers and Human Resource professionals, without leaving your office!

You'll gain must-have knowledge of new and revised wage & hour laws, regulations, and enforcement initiatives, including:

  • How to prepare – right now – for dramatically increased enforcement, given the newly reinvigorated (and well-financed) Wage & Hour Division
  • How to spot and eliminate potentially devastating wage & hour liabilities
  • Creating and communicating policies on what’s on and off the clock
  • Calculating overtime in light of recent developments of critical interest to all employers
  • Understanding the salary exemption and the salary basis test
  • Avoiding costly compensation discrimination claims
  • And answers to your toughest wage & hour questions at this intensive extended webinar

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Or call (800)274-6774

Your Virtual Summit Agenda:
See more Agenda details below.

Here’s what makes this event unique:

Internet conferencing delivers all the professional learning benefits of a regular conference at a fraction of the cost. For one low price, train as many colleagues as you wish with no travel, lodging or per diem expenses.

Just like an off-site conference, you can pick and choose sessions that apply to you and your staff.

And unlike lessor imitators, this Virtual Summit will help you cover your legal bases for addressing even your toughest wage & hour challenges, so you can avoid critical errors before it's too late!

Special Offer:
For just $897, you get
the Virtual Summit DVD recording.

That's almost 5 hours of video training your entire management team can use
without incurring the travel expenses of a live conference.

Order Button

Or call (800)274-6774

This event is perfect for:

  • HR Generalists & Specialists
  • HR Managers & Directors
  • HR Senior Vice Presidents & Vice Presidents
  • Comp and benefits directors and managers
  • FMLA compliance managers and administrators
  • In-house Counsel
  • Chief Financial Officers

Wage & Hour Compliance Virtual Summit Agenda

Resurgent DOL Ramps Up Its Wage & Hour Investigations: Are You Prepared?
There’s a new Wage & Hour Division growing under the Obama administration. In response to a 2009 Government Accountability Office report on “sluggish response times” for DOL investigations, the agency has spent millions to hire hundreds of additional investigators to investigate wage & hour violators.

The Division also has begun flexing its muscles on the guidance front in 2010, scrapping its traditional “opinion letters” on isolated wage and hour cases in favor of broader, more inclusive statements about the rules that employers should follow. With this session, we’ll explore what the stepped-up enforcement means for employers and what you can do NOW to prepare for a possible DOL audit.

Key Learning Objectives:

  • What consumes DOL investigators these days? An analysis of DOL’s current investigatory priorities
  • Your first course of action when learning of an impending audit
  • Where the DOL might look: The company policies most likely to be targeted during an audit, such as FMLA practices and other possible target areas
  • How to prepare your employees who may be interviewed by DOL investigators
  • Your organization’s legal rights during a DOL audit & the agency’s legal rights during an audit
  • Why the Division’s new approach to opinion letters could mean more bad surprises for employers in the next few years

Reducing Exposure to Wage and Hour Liabilities
Protecting your organization from FLSA claims and lawsuits requires more than just prohibiting overtime and paying it when it’s owed. Some of the best ways to reduce overtime liabilities involve the implementation of wage and hour policies and practices that either prevent employees from working extra hours (alternative work schedules) or prevent the FLSA from applying at all (independent contractors). But these strategies must be undertaken with great care, especially in a down economy, when employees seem more prone to filing lawsuits.

Key Learning Objectives:

  • Alternative work schedules: Using them to reduce overtime worked and owed
  • Employee or independent contractor: Avoiding a different kind of misclassification
  • Comp time plans are only as good as they are legal, and for non-governmental employers they're a no-no
  • FLSA recordkeeping rules: How your records can protect you from unsubstantiated claims

What Is Work Time?
Nonexempt employees must be paid for all hours worked and receive overtime compensation for all overtime worked. What is work time? Answering that seemingly simple question isn’t always as easy as it sounds. This session teaches you how to properly calculate hours worked for the purpose of determining whether and how much overtime to pay to nonexempt employees.

Key Learning Objectives:

  • Understanding the basic rule: when is the employee on your clock?
  • Avoid breaking the rules on break time (automated break time deductions and more)
  • Newly allowed unpaid breaks for mothers breastfeeding at work (unless your state law says otherwise)
  • When traveling becomes compensable
  • Donning and doffing: when you have to pay for it
  • Working from home/telecommuting
  • On call/on duty and the 24-hour rule
  • Training employees

Doing the Math: Calculating Overtime Wages With Confidence
Calculating the amount of overtime owed is a multi-step process that requires a lot more than just multiplying an employee’s hourly rate by 1.5. Overtime paid must be based on the employee's “regular rate,” which isn’t necessarily the same thing as her hourly rate. To get it right, the employee’s regular rate might even need to be recalculated every week, and it must be based on all remuneration the employee received, including irregular compensation such as bonuses and commissions.

Key Learning Objectives:

  • Understanding the concepts of “remuneration” and “regular rate” under the FLSA
  • Avoiding minimum wage violations among tipped employees
  • Correctly calculating overtime pay for non-hourly workers
  • Exploring alternative overtime calculation methods for salaried non-exempt employees
  • Avoiding the most common overtime calculation errors
  • Tackling tricky deferred compensation issues
  • Structuring bonus and deferred compensation plans to reduce overtime liabilities

Managing White Collar/Salaried Exemption Challenges
Classifying employees as exempt from the FLSA’s overtime requirements calls for far more than simply paying them a salary. All exempt white collar employees also must perform specific types of job duties - known as exempt duties. What does that mean for each of the major exemptions? In this session, your speaker will answer that question, with a particular focus on dispelling the many myths associated with the white collar exemptions.

Key Learning Objectives:

  • Exempt duties for executive employees
  • Supervising employees
  • Making or recommending employment decisions
  • Exempt duties for administrative employees
  • Wage and Hour Division’s 2010 game-changing guidance on the administrative exemption and mortgage loan officers
  • Performing office or non-manual work directly related to management or business operations
  • Exercising discretion and independent judgment with respect to matters of significance
  • Never fly solo on classification decisions (Employment lawyers and the DOL are both excellent resources.)

Understanding the Salaried Basis Test
Making improper salary deductions is the surest way to place an employee’s exempt status in jeopardy. In this session you’ll learn how to safeguard the “salaried” status of your exempt employees and avoid illegal deductions. You'll also learn when it is OK to dock an exempt employee’s pay.

Key Learning Objectives:

  • Avoiding the loss of exempt status through illegal pay deductions
  • Learn when it's OK to dock an exempt employee's salary
  • Deciding whether to track time for exempt employees
  • Your attendance policy and your exempt workforce: FLSA-compliant enforcement strategies
  • Understanding the interplay between your paid leave policies and the FLSA


Another Looming Pay Issue: Compensation Discrimination Claims
Compensation discrimination continues to be a problem for U.S. employers. Since the enactment of the Lilly Ledbetter Fair Pay Act in 2009, close to 4,800 charges have been filed with the EEOC alleging wage discrimination. In this session, learn what employers must do to avoid these claims, how to comply with the recently enacted Ledbetter Act, and how to prepare for the looming Paycheck Fairness Act, which adds new regulatory mojo to the Equal Pay Act.

Key Learning Objectives:

  • How to conduct an extensive in-house audit of your existing compensation policies and pay levels to identify and rectify possible inequities
  • Best practices for monitoring pay levels and practices to prevent future equal-pay claims
  • The hidden loopholes in Ledbetter that could make it easier for your workers to file pay-related claims
  • Steps you should take when employees complain about perceived pay inequities
  • How the Paycheck Fairness Act (PFA) could facilitate pay discrimination class actions
  • Other key provisions of the PFA that employers need to know, including the removal of limits on punitive damages for which employers would be liable

Your Toughest FLSA Questions Answered
Perplexed by an unusual wage and hour issue? Well, there’s good news for the FLSA tired and confused, because we have designed a session that gives you the forum to have your questions answered. In this session, you and your fellow attendees will control the session and the content. Our panel of experts will answer your FLSA questions and help you wrap your mind around the intricacies of federal wage and hour law. Don’t be shy! Our expert panel is ready to help tackle your toughest challenges.

DVD: $897

Brought to you by the publisher of state-specific Employment Law Letters, Federal Employment Law Insider, and HRhero.com, Wage & Hour Compliance Virtual Summit: Avoiding Pay Policy Errors in 2010 and Beyond will help you get answers to dozens of pay policy questions, all without the expense and lost time of an off-site conference.

Price for almost 5 hours of training: Just $897

You risk nothing by registering because we will refund every penny, no questions asked, if you are in any way dissatisfied with this live event.

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Or call (800)274-6774

Your Virtual Summit Leaders...


Sam FulkersonSam Fulkerson, McAfee & Taft, represents management in all phases of the employment relationship, including litigation before federal and state courts, regulatory and administrative agencies, and in arbitration matters. He also handles litigation matters involving the enforcement of non-competition and confidentiality agreements, breach of employment contracts, handbook and personnel policy violations, wage and hour disputes and other disputes arising out of the employment relationship.

Sam has extensive experience in mediating and arbitrating employment disputes before the American Arbitration Association and other alternative dispute resolution organizations. He also has successfully represented employers in ERISA-based lawsuits against third-party administrators for misuse of employer funds, and against insurers for bad faith denial of employer claims under medical excess loss policies. In addition to litigation matters, Sam assists employers in developing employment policies and arbitration programs, and with preventive training for both management and hourly employees. He also routinely advises employers on hiring, discipline and termination, severance and reduction-in-force matters.


Scott HoltScott Holt, partner with Young Conaway Stargatt & Taylor, LLP, represents management in all phases of labor and employment law, including collective bargaining, employment counseling and litigation, class actions, and executive compensation. He has been recognized as one of the leading employment law attorneys by Chambers USA Guide to America's Leading Lawyers for Business.

His experience includes practice before state and federal trial and appellate courts in matters arising under the NLRA, ADEA, Title VII of the Civil Rights Act, ADA, FLSA, WARN Act, Section 301 of the Taft-Hartley Act, Section 1113 of the Bankruptcy Code, and injunction, breach of contract, and employment cases. Scott also represents management and Chapter 11 debtors on labor and employment issues that arise in the context of business acquisitions, mergers, employee layoffs, and plant shutdowns.


Kara SheaKara E. Shea is a partner at the firm Miller & Martin PLLC and provides practical advice on employment issues and compliance to national, regional, and local employers of all sizes, ranging from Fortune 500 companies to small businesses, in a variety of industries. She also represents employers before administrative agencies such as the Equal Employment Opportunity Commission (EEOC) and in litigation, including discrimination, retaliatory discharge, whistleblower, and wage and hour cases, including class actions. Ms. Shea has briefed cases presented to both the Tennessee Supreme Court and the United States Supreme Court.

Ms. Shea regularly speaks on employment-related topics and provides supervisory training on topics including FMLA and FLSA compliance, conducting workplace investigations, and implementing employee discipline. Ms. Shea has also been a regular columnist for the Nashville City Paper and is the Co-Editor of the Tennessee Employment Law Letter.

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DVD Price: $897
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