The U.S. Supreme Court recently issued its long-awaited decision in Sandifier v. U.S. Steel Corp. The court addressed the issue of whether a unionized workplace had to pay non-exempt employees for time spent putting on and taking off personal protective equipment when a collective bargaining agreement stated they weren't owed compensation for such activities.
This case illustrates how wage and hour law presents perhaps the costliest of compliance risks for employers. That's because when you don't correctly compensate one non-exempt employee for work time, chances are you could have a policy or practice in place that's denying a class of employees the income they're legally entitled to under the Fair Labor Standards Act.
Therefore, ensuring that you have a good grasp on what constitutes work time is extremely important. If you're able to correctly differentiate between compensable time and non-work time, you'll be in a much better position to minimize potentially devastating wage and hour liabilities.
In order to stay FLSA compliant and keep off the DOL's wage and hour radar, participate in this interactive webinar and learn tips to keep your compensation policies and practices in line with the latest regulations.
- Why Sandifier is a breath of fresh air for unionized workplaces, and how organizations subject to collective bargaining agreements may be able to capitalize on the Court's ruling
- Recently decided wage and hour cases underscoring what constitutes work time under FLSA
- The gamut of pre- and post-shift activities non-exempt employees may regularly engage in, so you have a good grasp of what's compensable and what's not
- What's "de minimus" and what's something more that's, therefore, compensable
- Examples of non-exempt activities that are likely compensable even though you may not think they are
- How to ensure that non-exempt employees are properly paid for work time, including how to train managers to accurately track and record compensable time
- Best practices for accurately tracking and compensating non-exempts for all hours worked
- Tips for making sure rounding practices are legally compliant
- The top wage and hour trouble spots employers face when ensuring FLSA compliance for non-exempts
In just 90 minutes, you'll learn the best pay policy practices for non-exempt employees so you can stay FLSA compliant. Register now for this event risk-free.
About Your Presenter
Attorney Chris McFadden, an associate in the New York office of Gonzalez Saggio &Harlan LLP, defends employers in litigation matters involving discrimination, harassment, wrongful termination, and other workplace disputes. He regularly counsels employers on wage and hour practices, non-competition agreements, leaves of absence, and the protection of confidential information.
Mr. McFadden has drafted and implemented effective policies in areas such as social media, weapon possession and workplace violence, personal mobile device use, harassment, and workers' compensation. He also conducts internal investigations of workplace matters to help employers identify and remedy problems and minimize liability risks.