The U.S. Department of Labor's (DOL) Wage and Hour Division earlier this week published additional employer guidance regarding compliance with the FLSA during the COVID-19 pandemic ("Guidance"). The Guidance is a helpful aide in understanding general wage and hour principles during the crisis. With more restrictions and fewer dollars, employers are left wondering how to handle their most valuable resource – their human capital. New guidance from the U.S. Department of Labor clarifies compensation requirements for employees affected by coronavirus-related business closures. The new guideline includes:
Reimbursements For Costs Associated With Telework.
Maintaining the Exempt Status of Salaried Employees During the Pandemic.
Encourage Telework In A Non-Discriminatory Fashion.
Employer Liability For Unsafe Conditions In An Employee's Home.
Exceptions To The Continuous Workday Rule And Recordkeeping Obligations
The Guidance Does Not Address
The Compensability Of Temperature Checks.
Attend our webinar on August 14 for an overview of the issues that businesses face during pandemics and their impact on wage and hour issues.
Session Highlights:
At the conclusion of this program, participants will be able to:
Understand some of the less obvious impacts of a pandemic on a business
Get clarity on the implications of volunteer work during pandemic induced furloughs
Understand the wage and hour issues that arise when dealing with schedule reductions and exempt employees
Know the benefits and risks associated with teleworking employees
Discover other issues that may arise when employees return to work Who Will Benefit:
Why You Should Attend:
Revisit Wage and Hour Policies
Avoiding Off-the-Clock Work
Policies for Employees Working Onsite
Reimburse employees for reasonable and necessary expenses
Time records for exempt employees matter
Schedules
Who Should Attend:
Human Resources Professionals
Benefit Professionals
Compensation Professionals
Business Manager/Director
C-level Executive
Management
*You may ask your Question directly to our expert during the Q&A session.
** You can buy On-Demand and view it at your convenience.
Dayna Reum
Dayna is currently the Director of Payroll Operations at Ann & Robert Lurie Children’s Hospital of Chicago. Dayna has been heavily involved in the payroll field over 17 years. Starting as a payroll clerk at a small Tucson company, Dayna moved on to be a Payroll Team Leader at Honeywell Inc. During Dayna’s time at Honeywell she obtained her FPC (Fundamental Payroll Certification) through the American Payroll Association. She also received several merit awards for Customer Service and Acquisitions and Divestitures.
Dayna is no stranger to teaching she has taught at the Metro Phoenix American Payroll Association meetings and at the Arizona State Payroll Conference. Topics including Payroll Basics, Global/Cultural Awareness, Immigration Basics for the Payroll Professional, Multi-State and Local Taxation and Quality Control for Payroll, International and Canadian payroll. Dayna has her CPP (Certified Payroll Professional) through the APA. She also serves on the National American Payroll Association on the National Strategic Leadership Task Force, Government Affairs Task Force (PA Local tax subcommittee). Dayna has received a Citation of Merit for her service along with being a Gold Pin member of the APA. Besides her payroll accomplishments Dayna is certified in HR hiring and firing practices and is a Six-Sigma Greenbelt.
.jpg)
Edupliance is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1 PDC for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.
This webinar has been approved for 1 HR (General) re-certification credit hours toward California, GPHR, HRBP, HRMP, PHR, and SPHR recertification through the HR Certification Institute. The use of this seal is not an endorsement by the HR Certification Institute of the quality of the activity. It means that this activity has met the HR Certification Institute’s criteria to be pre-approved for re-certification credit.