On Demand Webinar

Calculating Overtime Explained

Webinar Details $219

  • Rated:
  • Webinar Length: 100 Minutes
  • Guest Speaker:   Marty Heller
  • Topic:   Taxation and Accounting, Human Resources
  • Credit:   SHRM 1.5, CPE 2.0, HRCI 1.5
All Access Membership
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 00:02:51
  3. Who Is Hit The Hardest? 00:07:37
  4. Percentage Pie Graph 00:13:10
  5. Costs Continue to Rise 00:17:25
  6. Betting the Company? 00:19:53
  7. What the Statistics Don’t Show 00:26:24
  8. Causes of Increase 00:32:33
  9. Why It Matters 00:42:12
  10. Why It Matters - Example 00:42:47
  11. Future of the DOL - Overtime Rule and Beyond 00:44:39
  12. FLSA Final Overtime Rule 00:45:02
  13. Joint Employment - Proposed Rule 00:48:16
  14. Joint Employment - Proposed Rule (cont’d) 00:52:15
  15. New York District Court Decision 00:55:43
  16. Independant Contractor Analysis 00:59:12
  17. Proposed Factors for IC Analysis 01:02:17
  18. Where Ae We Now? - DOL’s Current View 01:04:18
  19. What is the Regular Rate? 01:08:22
  20. What is the USDOL Changing? 01:12:10
  21. Regular Rate - Continued 01:13:42
  22. Arbitration - Class Action Waivers 01:16:13
  23. My Insurance Will Cover This, Right? 01:18:11
  24. What are exemptions? 01:19:27
  25. A History of the FLSA Exemptions 01:23:27
  26. Executive Exemption 01:23:38
  27. Administrative Exemption 01:26:04
  28. Professional Exemption 01:27:39
  29. Outside Sales Exemption 01:28:43
  30. Other Exemptions 01:29:45
  31. Top FLSA Mistakes 01:33:53
  32. Thank You 01:38:46
  33. Attendee Questions 01:39:10
  34. Presentation Closing 01:41:53
  • Class Action 00:20:32, 00:28:30, 01:16:15
  • Collective Action 00:20:11, 00:37:47
  • Department of Labor (DOL) 00:30:13, 00:40:31, 00:44:49
  • Exempt 00:05:12
  • Fair Labor Standards Act (FLSA) 00:03:02, 00:11:57, 0:24:36
  • Joint Employer 00:48:21
  • White Collar Exemptions 00:45:37, 01:23:43

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".

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.

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.

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

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.

White Collar Exemptions: Bona fide administrative, executive, professional, and computer-related professional employees, as well as outside sales employees, are exempt "white collar" employees under the Fair Labor Standards Act (FLSA)

Joint Employer: Joint employment is the sharing of control and supervision of an employee's activity among two or more business entities. The joint-employer standard is used to determine when two or more entities are jointly responsible for the terms and conditions of employment over the same group of employees. These terms and conditions include, but are not limited to, having the ability to hire, fire, discipline, supervise, or direct employees.


Guest Speaker

  • Marty Heller

SHRM Credit

Society for Human Resource Management
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.

CPE Credit

Continuing Professional Education

Aurora Training Advantage is registered with the National Association of State Boards of Accountancy (NASBA) as a sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its website: www.nasbaregistry.org.

For more information regarding administrative policies such as complaint and refund, and cancellation please contact our offices at 407-542-4317 or training@auroratrainingadvantage.com.

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

Human Resource Certification Institute
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.