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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.