Wage & Hour Audits in California: How to Identify—and Manage—the Biggest Compliance Risks of Today

Tuesday, July 22, 2014
10:30 a.m. to Noon Pacific

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Right now, California is facing major wage and hour risks that will present big challenges for HR. We’ve heard the minimum wage debate in Congress; and while not all states are on board when it comes to getting ahead of the ball, California has already made changes to its minimum wage—this summer minimum wage goes up to $9.00 per hour; come 2016 employers will have to pay at least $10 per hour to all employees. Currently, too, San Francisco takes the cake nationwide with the highest minimum wage—$10.74 per hour—but our city neighbor to the north, Seattle, is proposing a hike to a staggering $15 per hour. It’s clear both here in California and across the country that the debate over minimum pay rate “wages” on.

As though that’s not enough, President Obama wants to raise the federal minimum wage to $10.10 an hour and he’s pushing the Department of Labor (DOL) to make major changes to Fair Labor Standards Act regulations. This is a key development of 2014 that could affect how many California employees, especially supervisors, are paid.

New federal overtime rules will mean that certain white-collar employees who currently fall under executive or administrative exemptions may be eligible for overtime pay. At the federal level, this exemption currently applies to employees earning at least $455 a week, but here in California, the current minimum salary basis per week is $640 per week based on the formula of 2 times minimum wage. That means when the minimum wage increases here in California in July 2014 and again in January 2016, the salary basis test will be tied to the new minimum pay rates.

Also, with new federal rules, employees, who are salaried, will likely be eligible for overtime if they work more than 40 hours a week. And, with the new DOL Wage and Hour Administrator, David Weil, at the helm, it’s likely that federal rule changes could be issued as soon as the fall of 2014.

California HR professionals must prepare now to accommodate these changes and to avoid fines or worse in case of a wage and hour audit. For instance you must be prepared to answer questions such as:

  • How will our compensation budget hold up?
  • What changes to our workforce may be necessary?
  • What can we do to manage these changes?
  • How can we ensure our recordkeeping will stand up to a possible state or federal wage and hour audit?

Join us on July 22 for an in-depth webinar led by a seasoned California attorney who will provide a roadmap on how to identify and manage the latest—and ongoing—wage and hour risks in California, so you can effectively evaluate where deficiencies in your current policies and procedures may lie and correct any errors with minimum collateral damage. You’ll get valuable tips on how to navigate new laws, learn what will occur if your organization is audited, and gain insight into how to comply and avoid possible penalties. Don’t get tripped up by new rules—get ready for upcoming changes now!

Participate in this interactive webinar, and you’ll learn:

  • What to watch for in the coming months, as changes in the minimum wage and overtime exemptions come, and what you should do now to prepare
  • The practical impact of the minimum wage debate, and your compliance obligations for July 2014 and again in January 2016
  • How the state minimum wage hikes will affect the salary basis test for white collar exemptions here in California
  • What positions will likely qualify as exempt here in California and which ones may be entitled to overtime once the DOL alters its white-collar rules
  • How to ensure compliance with both state and federal rules regarding overtime and hours worked
  • Tips on careful recordkeeping and why it’s so important in the event of a DOL or DLSE inspection
  • What to look for when it comes to recognizing all compensable hours in compliance with state and federal wage and hour rules
  • California and federal penalties that could be imposed if you trip up on any of the applicable wage & hour rules
  • How to self-audit to ensure your organization’s compliance
  • Practical tips for planning ahead, so you’ll be prepared when new rules take effect
  • And much more!

In just 90 minutes, you’ll learn the biggest wage and hour compliance risks facing California employers right now and the important steps to take to audit your current policies and practices to ensure compliance now and in the future. Register now risk-free.

About your presenter:

Attorney Marc L. Jacuzzi is a shareholder in the law firm of Simpson, Garrity, Innes & Jacuzzi, P.C. where he advises clients regarding all aspects of the employer/employee relationship including hiring and termination, wage and hour requirements, employee classification, civil rights and discrimination issues, employee investigations, commission plans, employment contracts, employee handbooks and policies, confidential information agreements, reductions in force, leaves of absence, employment audits, M&A employment issues, violence in the workplace, and international employment issues.

This program has been approved for 1.5 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). This program is also a California-specific continuing education activity for PHR-CA and SPHR-CA recertification. For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org. The use of this seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCI’s criteria to be pre-approved for recertification credit.

The California Employer Resources is an approved MCLE Multiple Activity Provider, and this program has been approved for 1.5 hours of MCLE credit by the State Bar of California. For more information, please contact our customer service department at (800) 695-7178.

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A webinar is remarkably cost-effective and convenient. You participate from your office, using a regular telephone and a computer with an Internet connection. You have no travel costs and no out-of-office time.

Plus, for one low price, you can get as many people in your office to participate as you can fit around a speakerphone and a computer screen.

Because the conference is live, you can ask the speakers questions – either on the phone or via the webinar interface.

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Why You Can Sign Up To Attend This Event with Confidence

If you are not completely satisfied after attending a California Employer Resources event, let us know, and we will refund 100% of your registration fee — no questions asked.