Federal Fair Labor Standards Act Law


Every company knows the rule that an employer must pay non-exempt workers time and a half for hours worked over forty in a workweek. But employers still have difficulty in defining terms such as non-exempt or hours worked. Employers also frequently make mistakes in calculating the overtime owed sometimes resulting in the employer paying too much but often resulting in the employer not paying enough. The Department of Labor has been focused on employers violation of the Fair Labor Standards Act. And, lawsuits have significantly increased.federal employment laws Employers are still finding it difficult to calculate whether they owe overtime and how to pay overtime correctly.This webinar will assist you in identifying which employees are entitled to overtime, how to calculate hours worked and will address methods of compensating for overtime worked straight workweek methods, fluctuating workweek methods, and even Belo contracts.

Areas Covered in the Seminar:- What does the FLSA require? Who is exempt from its coverage?- What is a workweek for purposes of overtime calculation? Are there any exceptions?- What are hours worked? What does it mean to suffer or permit someone to work?- Do you have to pay for unauthorized overtime?- How can you decrease your overtime liability and still be legal?- What does it mean to pay someone a salary? Why cant you just pay a straight salary to cover overtime hours?Who Will Benefit:All companies both private and governmental will benefit from this webinar. Every company with employees will find at some point that it will have a problem that arises from an employees use of social networking sites.- HR Managers- Supervisors- Labor department- federal fair labor standards act- ManagementInstructor Profile:Susan Fahey Desmond, has been representing management in all areas of labor and employment law since her graduation from the University Of Tennessee School Of Law since 1985. She is listed in Best Lawyers in America for Labor and federal employment laws and has been named by Chambers USA as one of Americas leading business lawyers in Labor and Employment Law. She is also listed in Mid-South Super Lawyers.

Susan Fahey Desmond is a shareholder in the Firm’s Labor and Employment Practice Group and works from the firms Gulf Coast office. She is a graduate of the University of Mississippi (B.A., 1982) and the University Of Tennessee School Of Law (J.D., 1985). Ms. Desmond is a member of the Mississippi, Louisiana, Texas, Florida and Colorado Bar Associations. She is also a member of the Federal and American (member, Labor and Employment Law Section; past chair, Labor Committee; Executive Council Coordinator, Young Lawyers Section; member, Torts and Insurance Practice Section; member, Emerging Issues Committee) Bar Associations.federal fair labor standards act Ms. Desmond has served as a director for both The Mississippi Bar Young Lawyers Division and the Jackson Young Lawyers Association.

Employment Arguments When to Search For Legal Advice


Work position dramas are nothing new; at one factor or another, many us are limited to have some kind of problem come up at perform. This could be across a large range of different places, some demanding the help of legal services and others that can be settled simply by discussing out the problem. So when in the market for to contact up a job lawyer? This is something that you will have to look at on a situation by situation base, with regards to the type of employment argument and enough time period it has been going on.Before even getting into some of the more typical kinds of employment conflicts, every worker should know that when first deciding upon your employment contract it is employed to discuss to a attorney. By law your company has to give you this chance. Allowing a attorney throw an eye over it right away will get any irrational or far too complicated conditions before the truth.

Once you’re in the job, some of the most typical places for employment conflicts to occur are with respect to termination, violence, sex-related following and redundancy.DismissalIn the occasion that you feel as if efforts are being made to intentionally power you out of the company in an unjust way, speaking with a attorney is the best way of planning for battling against termination. Whether your manager has set irrational efficiency objectives, is being severe or difficult beyond the world of normality, or has not given you an precise efficiency evaluation due to a personal problem, a attorney will be able to set out your best plan of activity for interacting with the scenario.Workplace BullyingThe somewhat dirty thing about violence in a office is that there can be a thin line between sensible critique from a position of constructiveness, and overall victimisation. Where a attorney can help is in developing the best plan of activity for coming back things to stability, depending on the choices available to you in your particular scenario.

In these kinds of circumstances it is important to have a conversation with your company, but in some circumstances they may be reluctant to listen to it and will only answer at the factor where the law gets engaged.RedundancyThe loss of a job due to inner reorientating or redundancy has its own set of rules and procedures under law. Your participation in the choice, along with a right to be informed before the likelihood of this occurring is essential to the realization due procedure. Not only can a attorney help by assisting this conversation, but in some circumstances they are able to acquire information which helps you in complicated your upcoming redundancy.Don’t wait in looking for out expert guidance when it comes to complicated employment conflicts – you’ll find it most often will pay off to act earlier rather than later!