flsa-and-wage-hour-compliance

Presented by Dan Grinfas

Summary

Misclassifying or treating employees as exempt or an independent contractor exposes your organization to employment practice claims and costly penalties.  This risk can be managed by understanding and meeting classification, minimum wage, record keeping and overtime requirements.

This session will provide guidance for evaluating classification of workers, as well as required practices for payroll.  This includes the supervisor’s role, from an employee’s start date through termination, in ensuring effective communication and management of compensation, work hours, and timely notification to payroll.

Outcomes

  • Gain an overview of the current statutes and regulations specific to Oregon and Washington employers
  • Review wage and hour issues that managers, Payroll Administrators, and HR professionals confront daily
  • Ensure compliance with employer practices such as employee classification, payroll deductions and payment of wages including overtime

Who will benefit

  • New and emerging leaders with little or no prior training or experience in managing others
  • Experienced managers and Payroll administrators interested in staying abreast of employer compliance and best practices
  • HR professionals and organizational leaders looking to ensure effective risk management and compliance with current employment laws

Event Information

Thursday September 7, 2017

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8:30 a.m. – 11:30 a.m.

Xenium HR
7401 SW Washo Ct.
Suite 200
Tualatin, OR 97062

Credits:
HRCI – 2.75
SHRM – 2.75

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 About the Presenter

grinfas

Dan Grinfas
Attorney, Buchanan Angeli Altschul & Sullivan

an Grinfas counsels employers and conducts management and employee training in a variety of employment-related areas, including workplace harassment, civil rights laws, wage and hour laws, OFLA and FMLA, disability laws and reasonable accommodation, injured worker laws, legal hiring practices, policy writing and employer record-keeping requirements. He also represents employers before administrative agencies including BOLI and the EEOC.

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