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Critical FLSA Update: Recent Legal Changes That Will Affect Your Company - On-Demand

Critical FLSA Update: Recent Legal Changes That Will Affect Your Company - On-Demand

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Critical FLSA Update: Recent Legal Changes That Will Affect Your Company - On-Demand

Webinar now available On-Demand.


WEBINAR SNAPSHOT: Learn the risks and challenges for your company in complying with Fair Labor Standards Act and applicable Department of Labor regulations, predictive scheduling laws, joint employer rules and more.



The financial stakes are huge if your company isn’t fully compliant with the Fair Labor Standards Act (FLSA) and applicable Department of Labor (DOL) regulations. Predictive scheduling movements are taking off across the country. It is important to know which states and localities have established predictive scheduling laws. Predictive scheduling laws generally require a minimum amount of notice to be provided for an employee's scheduled shift or if changes are made to that shift. Predictability pay may be required if shift reductions or changes are made after sending the initial notice of the shift or if on-call employees aren't ultimately called in to work.

In addition, there are new regulations on calculating the regular rate of pay, joint employer situations and the fluctuating workweek method of paying overtime. The DOL’s final rule covering how benefits affect employees’ regular rate of pay provides clarity for employers that offer the innovative benefits packages that have become popular in recent years. The rule clarifies which perks must be included and which ones can be excluded when determining an employee’s regular rate of pay used to calculate overtime pay. Also, the DOL’s final rule clarifying issues surrounding joint employment, which is of particular interest to employers that use staffing agencies, have franchise relationships, and use subcontractors, could affect your company. Last, the DOL’s final rule on fluctuating workweeks allows employers to pay bonuses or other incentive-based pay to salaried, nonexempt employees whose hours vary from week to week.

At the conclusion of this program, participants will be able to:

  • Review which states and localities have established predictive scheduling laws and what it means for your business.
  • Understand the DOL’s final rule providing clarification on how to determine employees’ regular rate of pay and what forms of payment employers can include and exclude in the overtime pay calculation.
  • Learn how the DOL’s final rule on joint employment, which aims to ensure employers in joint employment situations, especially those in franchise arrangements, applies to your company

About Your Presenter

Jeremy BrennerJeremy Brenner is an experienced employment attorney and co-leader of Armstrong Teasdale’s national wage and hour/Fair Labor Standards Act (FLSA) practice. He has served as a strategic business partner to employers for over a dozen years, both as an HR consultant and as an employment attorney. A substantial portion of Jeremy’s practice is devoted to wage and hour law. He has successfully handled many Department of Labor investigations around the country and litigated numerous misclassification, overtime, and minimum wage collective and class actions under the FLSA and other similar state laws. He has defended wage cases in state and federal courts across the country, including Missouri, Colorado, Florida, Tennessee, California and Texas. His experience also includes a variety of industries and employees, such as auto repair technicians, retail and restaurant managers, cable/satellite installers, health care workers, software engineers, and oil and gas industry workers.