November 17, 2015 - 12:00 PM - 2:00 PM ET

Proposed Changes to the FLSA’s White-Collar Exemption Criteria: What Nonprofits Need to Know about the Current Rules, Where Things Are Heading, and How to Avoid Employee Classification Traps and Pitfalls

This event has already occurred.
Venable LLP & Webinar
575 7th Street, NW
Washington, DC 20004

Proposed Changes to the FLSA’s White-Collar Exemption Criteria

Update: This event has already occurred. Please click above to listen to and view the recorded webinar click here to view presentation materials from the event, and visit our Venable LLP Nonprofit YouTube channel to listen to and view all of our recorded webinars on nonprofit legal topics.

Do you think your nonprofit's employees who receive a salary of at least $23,660 per year are not owed overtime? It’s time to think again. On June 30, 2015, the DOL proposed major changes to the salary requirement of the Fair Labor Standards Act’s white-collar exemptions, which would significantly impact nonprofit employers’ ability to treat certain employees as exempt from receiving overtime compensation. In light of these proposed changes, please join us for a discussion of the best practices for evaluating whether nonprofit employees are exempt from state and federal wage and hour laws and how to avoid the most common pitfalls that nonprofits face in making employee classifications. Some of the employee classification and related issues that will be discussed include:

  • The proposed DOL regulations
  • The myth about salaried employees
  • The executive, administrative and professional employee exemptions
  • The computer professional exemption
  • Misclassification of employees as independent contractors in light of the DOL’s July 15, 2015 guidance
  • The importance of written job descriptions
  • Managing nonexempt employees' entitlement to overtime

We also will offer tips on how to ensure proper employee classification and highlight best practices for preventing, or in some cases responding to, a governmental audit or lawsuit.

Todd J. Horn, Partner, Venable LLP
Jennifer G. Prozinski, Associate, Venable LLP