Although the rules on exempt vs non-exempt employees has changed a few times in the past 10 years, overtime worked is, and has always been, overtime earned. THERE ARE NO EXCEPTIONS. But 1.5 time a workers hourly rate of pay is just the start of calculating overtime earned. This course is designed as a refresher on what hours and payments are considered in calculating overtime pay.

Session Highlights:

1. The basics of overtime as established in the FLSA, including:

a) An overview of exempt vs non-exempt workers

b) Definitions of overtime hours, workweek and more

c) Employers NOT covered by the FLSA

2. State definitions for hours worked, exempt employees, and more

3. Work time that is included or excluded from hours that count toward overtime, including:

a) Breaks

b) Time away from the office

c) Travel

d) Pre and Post shift work

e) Training

4. What qualifies as a work week, and what doesn’t.

5. How to calculate overtime due with shift differentials work week changes.

6. What payments count toward the “regular rate of pay.”

7. How to calculate regular rate of pay in unusual circumstances

8. How to take into account pay that happens outside the normal payday for weeks worked overtime.

AND MUCH MORE, INCLUDING NUMERICAL EXAMPLES.

Why You Should Attend?

THE DOL issued it’s new final rule on emept workers. The Rule increases salary thresholds for all emloyees who can be considered exempt from overtime. Learn exactly what the new amounts are and other information from the rule.

If your employee works more than 40 hrs in a workweek (or over 8 hrs in a day in some states) – they have earned overtime of at least 1.5 times their hourly rate of pay (HRP). Do you know all types of payments that carry an overtime premium? If not, Join Mark Schwartz in this informative webinar designed for the seasoned payroll professional to properly analyze compliance with overtime regulation, and help their CFO properly budget payroll expenses. You will also find the answers to the following questions, and more:

1. What hours worked qualify for paid wages, and which don’t. Which qualify for overtime premiums, and which don’t.
2. What fringe benefits and supplemental payments should be counted toward the hourly rate of pay?
3. Are there any restrictions on setting work weeks?
4. How do you account for shift differentials, when an employee’s workweek changes, etc?
5. Do payments made after a regular pay day need to be applied to weeks wherein overtime was worked?
6. What states have overtime rules that are different than the minimums set by the Fair Labor Standards Act.

Who Should Attend?

Budgeting personnel. Payroll personnel and management. HR managers. Department managers and budget personnel. Timekeepers. Financial dept personnel