On Demand Webinar

Calculating Overtime Explained

Please see below for additional instructions and information regarding this program.

Webinar Details$219

  • Webinar Length: 100 Minutes
  • Guest Speaker:  Marty Heller
  • Industry:  Human Resources, Taxation and Accounting
  • Credit: CPE 2.0, HRCI 1.5, RCH 1.5, SHRM 1.5
  • Purchase Webinar

Have you wondered whether you are properly calculating overtime pay for your non-exempt employees? Well, take the guesswork out of calculating overtime. Attend this webinar and you will learn how to navigate the complex rules, and properly calculate employee overtime pay.

If you do not get this right, then even with the best of intentions, you could find yourself facing a costly lawsuit if your overtime calculations are wrong. Don't wait until it's too late -- learn how to properly determine employee overtime pay so you can stay in compliance with the federal Fair Labor Standards Act.

Agenda:

  • Complying with the new overtime rule
  • How to utilize commissions as part of minimum salary required by overtime rule
  • How to calculate the regular rate of pay under the federal FLSA.
  • How to determine whether pay, apart from hourly wages, must be included in the regular rate and, if so, how to calculate overtime pay for bonus payouts, piece rates, commissions, and other forms of pay.
  • When stand-by is considered time that must be included for purposes of calculating overtime.
  • How to account for time worked before and after regular hours, or during normal breaks and meal periods.
  • Whether an employee’s holiday or vacation pay must be included in the overtime calculation.
  • How to determine if an employee is on work time even though s/he is not on the clock, such as when donning and doffing uniforms and safety gear.
  • How to calculate overtime for non-exempt salaried employees.
  • Tips to avoid liability for back wages and penalties for incorrect overtime calculations

Learning Objectives:

  • How to calculate the regular rate of pay under the federal FLSA.
  • How to determine whether pay, apart from hourly wages, must be included in the regular rate and, if so, how to calculate overtime pay for bonus payouts, piece rates, commissions, and other forms of pay.
  • How to account for time worked before and after regular hours, or during normal breaks and meal periods.
  1. Introduction
  2. Why You Should Care About the FLSA 00:05:37
  3. Percentage Pie Graph 00:12:51
  4. Costs Continue to Rise 00:14:50
  5. Betting the Company? 00:17:11
  6. What the Statistics Don’t Show 0023:33
  7. Causes of Increase 00:39:54
  8. Why It Matters 00:36:02
  9. Example 00:37:46
  10. Future of the DOL - Overtime Rule and Beyond 00:41:01
  11. FLSA Final Overtime Rule 00:43:41
  12. FLSA Final Overtime Rule (cont’d) 00:50:29
  13. Joint Employment - Proposed Rule 00:57:51
  14. What is the Regular Rate? 01:07:43
  15. Example 01:08:48
  16. What is the USDOL Changing? 01:13:17
  17. Regular Rate - Continued 01:16:53
  18. Arbitration - Class Action Waivers 01:20:36
  19. My Insurance Will Cover This, Right? 01:22:39
  20. What are exemptions? 01:25:22
  21. The History of the FLSA 01:25:54
  22. Executive Exemption 01:25:56
  23. Administrative Exemption 01:27:31
  24. Professional Exemption 01:28:17
  25. Outside Sales Exemption 01:29:03
  26. Other Exemptions 01:29:45
  27. Top FLSA Mistakes 01:30:23
  28. Presentation Closing 01:40:16

  • Class Action 00:17:52, 01:21:02
  • Collective Action 00:17:52, 00:35:13
  • Department of Labor (DOL) 00:41:19
  • Exempt 01:25:33
  • Fair Labor Standards Act (FLSA) 00:01:15, 00:18:04, 00:34:02
  • Field Operations Handbook 00:02:34
  • Request For Information (RFI) 00:45:48

Class Action: An order that certifies a class action must define the class and the class claims, issues, or defenses, and must appoint class counsel under Rule 23(g). (C) Altering or Amending the Order. An order that grants or denies class certification may be altered or amended before final judgment.

Collective Action: A collective action allows you and other employees to sue your employer together. To bring a collective action together, the employees in the case must be "similarly situated." This means they must be subject to a common policy, plan, or design of their employer’s, even if they work in different company departments or locations.

Department of Labor (DOL): The United States Department of Labor is a cabinet-level department of the U.S. federal government responsible for occupational safety, wage and hour standards, unemployment insurance benefits, reemployment services, and some economic statistics; many U.S. states also have such departments.

Exempt : Exempt employee is a term that refers to a category of employees set out in the Fair Labor Standards Act. They do not receive overtime pay, nor do they qualify for the minimum wage

Fair Labor Standards Act (FLSA): The Fair Labor Standards Act of 1938 29 U.S.C. § 203 is a United States labor law that creates the right to a minimum wage, and "time-and-a-half" overtime pay when people work over forty hours a week. It also prohibits most employment of minors in "oppressive child labor".

Field Operations Handbook: The Field Operations Handbook (FOH) is an operations manual that provides Wage and Hour Division (WHD) investigators and staff with interpretations of statutory provisions, procedures for conducting investigations, and general administrative guidance. The FOH was developed by the WHD under the general authority to administer laws that the agency is charged with enforcing. The FOH reflects policies established through changes in legislation, regulations, significant court decisions, and the decisions and opinions of the WHD Administrator. It is not used as a device for establishing interpretative policy.

Request For Information (RFI): A request for information is a common business process whose purpose is to collect written information about the capabilities of various suppliers. Normally it follows a format that can be used for comparative purposes. An RFI is primarily used to gather information to help make a decision on what steps to take next.


Guest Speaker

Marty Heller

Marty Heller

Marty Heller is Of Counsel with the firm’s Atlanta office. Marty represents public and private employers on a national, regional, and local basis in all aspects of employment litigation, including wage and hour claims, employment discrimination claims, family and medical leave claims, and employment based contractual disputes. Marty also devotes much of his practice to providing general counseling and employment advice to employers on their day-to-day employment issues, and on the implementation... View Full Profile


CPE Credit

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You must answer all questions during the webinar, view the recording completely and pass the test at the end with 70% correct answers to receive CPE credit.


HRCI Credit

This program has been approved for 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.


RCH Credit

Aurora Training Advantage is an approved provider through the American Payroll Association. To receive credit through the American Payroll Association for this program you MUST attend the program in its entirety.


SHRM Credit

Aurora Training Advantage is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.