By all accounts, 2023 was an active year for employment law changes. Along with busy federal regulators and state and local legislatures, increased geographic mobility of workers exacerbates the amount of change human resource professionals have to manage. 

Are you classifying and paying your workers correctly? The tests have changed in some cases, and new rules have been proposed that could have a significant impact on businesses. This webinar provided an update on the overall status of the law, a general overview of the changes that have taken effect, and tips to make compliance easier.

The DOL and the EEOC have been the regulatory agencies with the most impact on workplace protections for employee discrimination and violations of wage and hour regulations. It is critical that Employers be aware of all the actions and inactions against employees under these regulatory agencies and how they can mitigate all the regulations and maintain compliance. Some of the federal regulations overlap with other regulations and others conflict with state regulations. This training will address the regulations that are in place by the DOL and the EEOC and will also provide Employers with the information needed to manage the trending federal regulations and conflicting state regulations.

Attendees will learn the most effective way to mitigate the Federal Regulations mandated by the DOL and the EEOC. In addition, it will address the many state conflicting regulations and focus on the topics below:

DOL's Proposed Rule to Update the Minimum Salary Threshold for Overtime Exemptions

In 2023, the DOL announced a Notice of Proposed Rulemaking ("NPRM") recommending significant changes to overtime and minimum wage exemptions. Key changes include:

  • Raising the minimum salary threshold: increasing the minimum weekly salary for exempt executive, administrative, and professional employees from $684 to $1,059, impacting millions of workers;
  • Higher Highly Compensated Employee (HCE) compensation threshold: increasing the total annual compensation requirement for the highly compensated employee exemption from $107,432 to $143,988; and
  • Automatic updates: automatically updating earning thresholds every three years.
  • DOL's Proposed Rule on Independent Contractor Classification under the Fair Labor Standards Act
  • NLRB's Joint-Employer Standard
  • EEOC's Proposed Enforcement Guidance on Harassment
  • EEOC’s Targeted Enforcement Plan for 2024-2028
  • Variety of State Law Changes

Participants in this webinar learned about:

  • Revisions to the FLSA that change how independent contractors are classified
  • Proposed changes that are anticipated to increase the minimum salary requirements for “white collar” exemptions
  • Legal challenges to new and proposed laws
  • Compliance tips designed to help you mitigate payroll and classification legal risks

Who Will Benefit:

  • Business Owners
  • Employers
  • HR professionals
  • Office Managers
  • Multi-state Employers
  • Facilities Managers
  • Workplace Compliance professionals
  • Managers/Supervisors
  • Any person wanting to keep up to date with workplace regulations

HRCI Credits | SHRM Credits

  • HRCI : 1.5 | SHRM : 1.5
  • HRCI Credits: 1.5
  • SHRM Credits: 1.5

Pioneer Educator is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 2.0 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please

This Program has been approved for 2.0 (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through HR Certification Institute®? (HRCI®).

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Each webinar wraps up with a Q&A session, giving you the opportunity to interact with industry experts and receive answers to all your queries.

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