Name:
Navigating New Employment Regulations to *Benefit* your Business: Understanding the U.S. Department of Labor (DOL) Ruling
Date:
August 7, 2024
Time:
3:00 PM - 4:00 PM EDT
Website:
Register Now
Event Description:
HYBRID EVENT: In-person & Webcast - followed by networking on-site
On April 23, the U.S. Department of Labor (DOL) Wage and Hour Division (WHD) released the details of its highly anticipated final rule, defining and delimiting the exemptions for Executive, Administrative, and Professional employees. Whether you've already addressed, or were unaware of, the increases to the salary threshold for your exempt employees that went into effect on July 1st, there are steps you can take now to help your business comply with the law and position itself for future changes. We'll walk you through what must be done immediately, including special consideration of EAP (Executive, Administrative, Professional) and HCE (Highly Compensated Employee) classifications, and what steps to take to prepare for the next salary threshold increase on January 1, 2025, and beyond. This can’t miss presentation will also address the status and implications of the FTC’s ban on non-compete provisions in the workplace.
Learn:
1. How to identify whether or not an employee is properly classified as exempt;
2. How to and who should conduct an audit/analysis for current and future compliance;
3. How to budget for mandated salary increases in 2025 (including EAP and HCE classified employees); and
4. How to approach employees about any necessary changes that need to be made to their compensation, including possible reclassification as non-exempt.
Are non-compete provisions part of your employment contracts?: With non-compete provisions targeted by the FTC, businesses need to prepare for a future without these protections. This is a highly debated rule, and a prepared business should not assume it will be completely rescinded. Instead, consider proactive measures such as strengthening confidentiality agreements and exploring alternative methods to protect trade secrets and customer relationships. We’ll explore the value of these types of agreements and their validity and usefulness regardless of whether the FTC’s rule is struck down by the courts.
On April 23, the U.S. Department of Labor (DOL) Wage and Hour Division (WHD) released the details of its highly anticipated final rule, defining and delimiting the exemptions for Executive, Administrative, and Professional employees. Whether you've already addressed, or were unaware of, the increases to the salary threshold for your exempt employees that went into effect on July 1st, there are steps you can take now to help your business comply with the law and position itself for future changes. We'll walk you through what must be done immediately, including special consideration of EAP (Executive, Administrative, Professional) and HCE (Highly Compensated Employee) classifications, and what steps to take to prepare for the next salary threshold increase on January 1, 2025, and beyond. This can’t miss presentation will also address the status and implications of the FTC’s ban on non-compete provisions in the workplace.
Learn:
1. How to identify whether or not an employee is properly classified as exempt;
2. How to and who should conduct an audit/analysis for current and future compliance;
3. How to budget for mandated salary increases in 2025 (including EAP and HCE classified employees); and
4. How to approach employees about any necessary changes that need to be made to their compensation, including possible reclassification as non-exempt.
Are non-compete provisions part of your employment contracts?: With non-compete provisions targeted by the FTC, businesses need to prepare for a future without these protections. This is a highly debated rule, and a prepared business should not assume it will be completely rescinded. Instead, consider proactive measures such as strengthening confidentiality agreements and exploring alternative methods to protect trade secrets and customer relationships. We’ll explore the value of these types of agreements and their validity and usefulness regardless of whether the FTC’s rule is struck down by the courts.
