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Webinar Pack
Modules:
Pack of THREE : HR New Updates 2024-25
Product Id: 600032
Training Options
Webinar Packs Access recorded version unlimited viewing for 6 months. (For Customize Webinar Packs Please Call Customer Care)
Overview: The Department of Labor increased the minimum salary threshold to qualify as a exempt position from $35,568 to $43,888 on July 1, 2024. Now it is time to prepare for the next jump to $58,565 effective January 1, 2025. The increase is about $15,000 per year.
These increases amount to nearly $33,000 per year. That’s a lot of money. Getting ready for the upcoming changes. Not being totally prepared for the changes can be devastating to your organization from both a financial and employee relations standpoint.
The Fair Labor Standards Act (FLSA) is one of the most misunderstood employment laws in the country. Basically, it governs the payment of wages and who must be paid overtime. To make things more confusing, the Department of Labor has implemented a number of exemptions to the requirement to pay overtime such as the White-Collar Exemptions and the 7(i) exemption for retail and service establishments. The DOL also allows different ways of computing overtime pay.
To add to the confusion, Alaska, California, Colorado, Maine, New York and Washington have developed their own rules that are different from Federal Law. Thirty-three states have implemented minimum wages that are higher than the Federal Minimum wage of $7.25 per hour. In addition, many municipalities have their own minimum wage laws.
Many organizations do not understand their responsibilities with regard to what types of positions qualify as white-collar exemptions, how to handle commissions, shift differential and production bonuses for hourly employees, and other nuances of complying such as handling training and travel time.
The FLSA is a Federal Law, but employers must know that many states, municipalities, and any type of governmental contract may have their own rules regarding minimum wage and overtime.
Maintaining compliance is critical to your business. Failing to do so can cost hundreds of thousands of dollars.
Why should you attend :
Areas Covered in the Session:
Who Will Benefit:
The Fair Labor Standards Act (FLSA) is one of the most misunderstood employment laws in the country. Basically, it governs the payment of wages and who must be paid overtime. To make things more confusing, the Department of Labor has implemented a number of exemptions to the requirement to pay overtime such as the White-Collar Exemptions and the 7(i) exemption for retail and service establishments. The DOL also allows different ways of computing overtime pay.
To add to the confusion, Alaska, California, Colorado, Maine, New York and Washington have developed their own rules that are different from Federal Law. Thirty-three states have implemented minimum wages that are higher than the Federal Minimum wage of $7.25 per hour. In addition, many municipalities have their own minimum wage laws.
Many organizations do not understand their responsibilities with regard to what types of positions qualify as white-collar exemptions, how to handle commissions, shift differential and production bonuses for hourly employees, and other nuances of complying such as handling training and travel time.
The FLSA is a Federal Law, but employers must know that many states, municipalities, and any type of governmental contract may have their own rules regarding minimum wage and overtime.
Maintaining compliance is critical to your business. Failing to do so can cost hundreds of thousands of dollars.
Why should you attend :
- Gain an understanding of the New provisions of the Fair Labor Standards Act regarding exempt employees
- Know the White-Collar Exemptions and how they are determined
- Determining other exemptions and overtime calculations
- Correctly calculating overtime pay for employees who receive commissions, production bonuses and shift differential
- Know the minimum wage in areas in which your organization operates
- How to pay for training, travel time, meal breaks or employees on-call
- Get an update on various State Regulations
Areas Covered in the Session:
- The Primary Provisions of the Federal Labor Standards Act
- Tests to Determine if a Position Qualifies for a White Collar Exemption
- Review of the Final Regulations Released by the Wage and Hour Division of the Department of Labor
- Other Exemptions Your Organization May Want to Consider
- Computing Overtime Pay for Multiple Pay Rates
- Treatment of Meal Breaks, Travel, Training and Time Spent On-Call
- Minimum Wage Requirements by State and Contract
- Recordkeeping and Posting Requirements
- What’s Going to Get You in Trouble?
- Action Items
Who Will Benefit:
- Human Resources Professionals
- Small Business Owners
- Supervisors
- Managers
- Any and all Industry Associations
- Small Business Networks
- Chambers of Commerce
- Human Resources Associations such as SHRM
- Training Associations
- Human Resources Groups
- Small Business Associations such as Small Business Development Centers
- Industry Associations - such as Restaurant Associations
- Hospitality Groups
- Trade Organizations
Bob McKenzie, has over 40 years of human resources management experience. His background includes a wide range of hands-on experience in all areas of Human resources management in all types of industries within the public and private sectors.
Bob has been cited in a number of Human Resources trade publications. Among them are HR.com, HR Magazine, HR Florida Review, Vault.com, BNA and the Institute of Management and Administration and the Business Journal. He has been a speaker at a number of conferences as well as audio and web-based seminars.
Bob is a graduate of Rider University where he received a Bachelor of Science in Commerce Degree and double majored in Industrial Relations and Organizational Behavior.
Overview: I9 is a form that employers MUST RECEIVE during the hiring process BEFORE THE EMPLOYEE STARTS WORKING. Employers take a high risk of not obtaining them prior to employment. The IRS and the USCIS both have specific rules on how to obtain, verify and process these forms.
In some cases, penalties for I9 non-compliance can result in jail time, as well as Homeland Security, the FBI, and USCIS immigration audits.
Specific topics covered in the webinar include:
We will discuss what to do with the forms when you receive them, including:
Why you should Attend: In February 2020, the USCIS released its long-announced revision of the I9. Federal law requires that every employer who recruits, refers for a fee, or hires an individual for employment in the U.S. must complete Form I-9, Employment Eligibility Verification. The Form I-9 process, managed by the U.S. Citizenship and Immigration Services, will help you verify your employee's identity and employment authorization. The major changes to the I9 include:
This webinar will discuss the changes in detail, and help you understand what they mean for your business. We will review the origin, purpose, and evolution of the I9. You will learn how to process, verify and store these forms so that you won’t worry about your onboarding process. You will understand what USCIS and other agency auditors will look for, so you can educate your workforce and administration on why this process carries the importance that it does. So sign up
Areas Covered in the Session:
Who Will Benefit:
Specific topics covered in the webinar include:
- We will take the I9 line by line, to make clear what information is necessary for your company to collect. We will point out the new requirements for remote viewing of documents, due to COVID -19
We will discuss what to do with the forms when you receive them, including:
- Ensuring the documentation offered by the worker is acceptable
- Documenting your review of the items
- Procedures for submission to the USCIS
- We will discuss what to do if the information DOES NOT MATCH the information the USCIS and IRS have on your worker
- We will detail the electronic method used by the USCIS for verification, designed to streamline and simplify the process for employers
- We will discuss best practices for the storage and retrieval of the forms
- We will discuss how to ensure the confidentiality of the information kept
- Finally, we will talk about what to do if you are questioned about one or more workers
Why you should Attend: In February 2020, the USCIS released its long-announced revision of the I9. Federal law requires that every employer who recruits, refers for a fee, or hires an individual for employment in the U.S. must complete Form I-9, Employment Eligibility Verification. The Form I-9 process, managed by the U.S. Citizenship and Immigration Services, will help you verify your employee's identity and employment authorization. The major changes to the I9 include:
- Clarified who can act as an authorized representative on behalf of an employer
- Updated USCIS website addresses
- Provided clarifications on acceptable documents for Form I-9
- Updated the process for requesting paper Forms I-9
- Updated the DHS Privacy Notice
This webinar will discuss the changes in detail, and help you understand what they mean for your business. We will review the origin, purpose, and evolution of the I9. You will learn how to process, verify and store these forms so that you won’t worry about your onboarding process. You will understand what USCIS and other agency auditors will look for, so you can educate your workforce and administration on why this process carries the importance that it does. So sign up
Areas Covered in the Session:
- Know who has to give you the new I9 vs the old one
- Adjust your procedures to comply with remote employee onboarding requirements
- Describe the new requirements of the new I9 vs the old one
- Explain why the new requirements are important to both workers and employers
- Verify the information with the appropriate agencies
- Respond to I9-related inquiries and notices from the IRS and USCIS
- Make decisions about workers who don’t submit the I9 or W4
- How to handle confidential information
Who Will Benefit:
- Payroll and HR managers
- Compensation and hiring staff
- Finance and Operational Managers
- Executive Staff
Mark Schwartz is an employment tax specialist and has over 15 years of employment tax experience as an independent consultant and as a payroll tax auditor with the State of California. He has managed an audit caseload of 20 ongoing audits, from small home-based businesses to large multi-national corporations. He is expert at defining regulatory and statutory requirements from local, State and Federal government agencies; and helping the average businessperson understand what that means to their business. He has processed weekly and bi-weekly payroll checks plus tax forms for businesses with hourly as well as exempt workers, multistate operations and a wide variety of benefits.
Mr.Schwartz provides consulting services encompassing payroll processing and payroll tax issues. These include payroll tax minimization, payroll tax compliance reviews, independent contractor studies, use of electronic transfers, deductions, benefits, etc. Mark has represented both clients and the State in front of the State Appeals Board. He understands the complexities of local wage laws, unemployment and disability claims, and other wage and benefit issues affecting your employees.
Mark prides himself on his outstanding customer service skills. He listens attentively to his clientele, helping them bridge the gap between the small business world and Government bureaucracy. He eagerly assists with clients needs and feels that educating clients toward faster, accurate and more complete payroll processes provide the most value.
Mark is a participating member of the American Payroll Association. He earned his BA and MBA in Finance at Santa Clara University. He has held Certified Internal Auditor and Certified Investment and Derivatives Auditor Credentials. Mark is currently pursuing a Certified Payroll Fundamentals Credential with the American Payroll Association.
Mr.Schwartz provides consulting services encompassing payroll processing and payroll tax issues. These include payroll tax minimization, payroll tax compliance reviews, independent contractor studies, use of electronic transfers, deductions, benefits, etc. Mark has represented both clients and the State in front of the State Appeals Board. He understands the complexities of local wage laws, unemployment and disability claims, and other wage and benefit issues affecting your employees.
Mark prides himself on his outstanding customer service skills. He listens attentively to his clientele, helping them bridge the gap between the small business world and Government bureaucracy. He eagerly assists with clients needs and feels that educating clients toward faster, accurate and more complete payroll processes provide the most value.
Mark is a participating member of the American Payroll Association. He earned his BA and MBA in Finance at Santa Clara University. He has held Certified Internal Auditor and Certified Investment and Derivatives Auditor Credentials. Mark is currently pursuing a Certified Payroll Fundamentals Credential with the American Payroll Association.
Webinar# 3
The NEW 2024 DOL FINAL RULE ON OVERTIME: How to Properly Calculate Overtime Due to Your Workers
Overview: 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.
Why should you Attend: THE DOL issued it's new final rule on exempt workers. The Rule increases salary thresholds for all employees 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:
Areas Covered in the Session:
And much more, Including numerical examples.
Who Will Benefit:
Why should you Attend: THE DOL issued it's new final rule on exempt workers. The Rule increases salary thresholds for all employees 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:
- What hours worked qualify for paid wages, and which don't. Which qualify for overtime premiums, and which don't
- What fringe benefits and supplemental payments should be counted toward the hourly rate of pay?
- Are there any restrictions on setting work weeks?
- How do you account for shift differentials, when an employee's workweek changes, etc?
- Do payments made after a regular pay day need to be applied to weeks wherein overtime was worked?
- What states have overtime rules that are different than the minimums set by the Fair Labor Standards Act
Areas Covered in the Session:
- The basics of overtime as established in the FLSA, including:
- An overview of exempt vs non-exempt workers
- Definitions of overtime hours, workweek and more
- Employers NOT covered by the FLSA
- State definitions for hours worked, exempt employees, and more
- Work time that is included or excluded from hours that count toward overtime, including:
- Breaks
- Time away from the office
- Travel
- Pre and Post shift work
- Training
- What qualifies as a work week, and what doesn't
- How to calculate overtime due with shift differentials work week changes
- What payments count toward the "regular rate of pay"
- How to calculate regular rate of pay in unusual circumstances
- How to take into account pay that happens outside the normal payday for weeks worked overtime
And much more, Including numerical examples.
Who Will Benefit:
- Budgeting Personnel
- Payroll Personnel and Management
- HR Managers
- Department Managers and Budget Personnel
- Timekeepers
- Financial Dept Personnel
Mark Schwartz is an employment tax specialist and has over 15 years of employment tax experience as an independent consultant and as a payroll tax auditor with the State of California. He has managed an audit caseload of 20 ongoing audits, from small home-based businesses to large multi-national corporations. He is expert at defining regulatory and statutory requirements from local, State and Federal government agencies; and helping the average businessperson understand what that means to their business. He has processed weekly and bi-weekly payroll checks plus tax forms for businesses with hourly as well as exempt workers, multistate operations and a wide variety of benefits.
Mr.Schwartz provides consulting services encompassing payroll processing and payroll tax issues. These include payroll tax minimization, payroll tax compliance reviews, independent contractor studies, use of electronic transfers, deductions, benefits, etc. Mark has represented both clients and the State in front of the State Appeals Board. He understands the complexities of local wage laws, unemployment and disability claims, and other wage and benefit issues affecting your employees.
Mark prides himself on his outstanding customer service skills. He listens attentively to his clientele, helping them bridge the gap between the small business world and Government bureaucracy. He eagerly assists with clients needs and feels that educating clients toward faster, accurate and more complete payroll processes provide the most value.
Mark is a participating member of the American Payroll Association. He earned his BA and MBA in Finance at Santa Clara University. He has held Certified Internal Auditor and Certified Investment and Derivatives Auditor Credentials. Mark is currently pursuing a Certified Payroll Fundamentals Credential with the American Payroll Association.
Mr.Schwartz provides consulting services encompassing payroll processing and payroll tax issues. These include payroll tax minimization, payroll tax compliance reviews, independent contractor studies, use of electronic transfers, deductions, benefits, etc. Mark has represented both clients and the State in front of the State Appeals Board. He understands the complexities of local wage laws, unemployment and disability claims, and other wage and benefit issues affecting your employees.
Mark prides himself on his outstanding customer service skills. He listens attentively to his clientele, helping them bridge the gap between the small business world and Government bureaucracy. He eagerly assists with clients needs and feels that educating clients toward faster, accurate and more complete payroll processes provide the most value.
Mark is a participating member of the American Payroll Association. He earned his BA and MBA in Finance at Santa Clara University. He has held Certified Internal Auditor and Certified Investment and Derivatives Auditor Credentials. Mark is currently pursuing a Certified Payroll Fundamentals Credential with the American Payroll Association.
