Even today, whether they are a small enterprise or a high-profile organization, misconceptions abound on paying employees correctly under federal and state wage and hour laws.
Some employers are absolutely sure that it is illegal to force exempt employees to record their time; others believe that holiday pay to an employee must be included in overtime calculation; and there are some who are convinced that having a policy stating that overtime must be approved in advance is enough to allow them to refuse to pay overtime to their employees.
Well, the answer is NO on all the three counts.
These misconceptions can cause severe problems for employers, including penalties, fines and interest; not to mention an audit by the Department of Labor. Having a written policy and designating and employee as “on salary” does not relieve an employer of his responsibility to pay overtime. These misconceptions can also lead to needless increased labor costs.
Join us for this webinar with payroll expert, Vicki M. Lambert, CPP, where she busts the 10 most common payroll myths and help you avoid these compliance pitfalls. By gaining clarity on these 10 areas of wage and hour law you will be able to avoid resulting penalties, fines and interest. At the same time, it will help you avoid overpayments to employees due to these misunderstandings.
- How to correctly calculate tax on gift cards
- How to calculate overtime on a bi-weekly, semi-monthly or monthly payroll
- Do you need to pay employees for “unproductive time” (i.e., time spent sleeping, travelling, etc.)?
- Can you include holidays, sick leave and vacation while computing overtime?
- Find out whether exempt employees working hourly need to be paid overtime
- 10 common misconceptions that cause incorrect handling of payroll
- Best practices to avoid underpayments and overpayments to employees
- Live Q&A session
- PPT for reference
- Certificate of attendance
Who Will Benefit:
- Human resources professionals
- Accounting personnel
- Payroll professionals
- Business owners