Join Us At the Richmond Chamber of Commerce for a Free Brunch and Learn.
May 19, 2016 at 9:45 am
Prepare for the Impact on Staff and Budgets
Have you heard, the DOL (Department of Labor) is planning a dramatic raise to the wage requirements for employees to qualify as exempt under FLSA new minimum wage and overtime pay rule?
This new ruling updates the salary threshold to a proposed $50,600 annually. What impact will this have on your budget and staff? Here is something to think about: Take, for example, Susan an Administrative Assistant or Jake a Fast Food Assistant Manager. They both are expected to work over 40 hours a week, make less than the exempt minimum salary of ($23,660 Federal or $41,600 in California effective 2/2016) and they are not paid overtime. Will they be affected by the new rules? and How do I determine if they should be exempt?
Even the most experienced organizations are struggling to prepare for the impact these new rules will have on staff and budgets. Find out what you need to know.
What You Will Learn
- How to Identify which employees will be affected
- How to have the conversation with your employee
- How to Avoid Reclassification Mistakes
- Consider your Options
- How to do the Math
- Q&A
- The Big Picture
On May 19th, Visionova HR Consulting will host the following workshop: 7 Steps to Master New Overtime Rules: Exempt vs Nonexempt?
Seats are limited so sign up today.
