The Fair Labor Standards Act (FLSA) took effect in 1938. Most work was far different from the activities of today’s pandemic-ridden, technology-driven, distributed workplace. You need to understand how to apply the old rules to the current situations that nonprofit organizations face.
As people work remotely, it is challenging to classify their work and track their time. Nevertheless, employers are still obligated to pay for overtime, provide breaks, keep records, and adhere to dozens of other wage and hour requirements. Furloughs and layoffs cause even more challenges to compensate employees accurately and fairly.
- How should you determine if an employee is exempt or non-exempt?
- What are the problematic deductions for non-exempt employees?
- Will an exempt employee’s classification be jeopardized by helping with non-exempt work?
- What are the new guidelines on reimbursement for unauthorized telework?
- When can you “reasonably believe” an employee is working?
- What are the biggest payment mistakes for employees working remotely?
- How should employees be compensated for the use of 24/7 technology?
- How must you compensate pre- and post-workday work?
- Who is entitled to hazard pay?
- What is the recent guidance on overtime caused by COVID-19 safety routines?
- How can you reduce an exempt employee’s salary?
- How should you pay for COVID-19 FFCRA leave?
- When can you dock pay?
- Must employees be compensated for breaks, training, and other activities?
- What miscalculations and other mistakes do employers commonly make?
- How should you account for furloughs and layoffs?
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