Instructor Profile

In the current business landscape, companies are facing numerous challenges in hiring and retaining skilled workers to meet their ongoing business needs and growth objectives. With the unemployment rate in the U.S. at its lowest in almost four decades, employers are finding it increasingly difficult to attract and retain top talent. Additionally, the rise of the gig economy has led many workers to prefer short-term, freelance work over traditional employment. As a result, hiring independent contractors has become an attractive option for companies looking to fulfill their business requirements while also mitigating recruitment and hiring obstacles.

However, it’s not as simple as the “win-win” outcome would suggest. Indeed, increased regulations enacted by recent state laws as well as existing rules and definitions enumerated by various governmental agencies present an often confusing and multi-layered analysis before an employer can make the best decision for its needs.

Companies meet their staffing needs by using a variety of arrangements. Besides hiring traditional employees, employers can use contingent employees such as temporary, seasonal, and leased workers hired through temporary staffing agencies.

A growing number of companies are leveraging independent contractors, especially because a larger percentage of the workforce is preferencing “’ gigs” or temporary work without being hired as a traditional, regular employee. While the decision to hire an independent contractor may seem like a “no-brainer,” the wrong decision can result in extensive costs to the company.

Join us in this 60-minute session to learn how to hire independent contractors successfully and legally by understanding practical matters, legal issues, and proactive steps.

If you are managing a team, whether you have years of experience or are just starting out, it is crucial to understand the pay practices that are required for the employees you oversee. There are two different types of employee status under federal and state laws: exempt and non-exempt. While you may know that one is paid a salary and the other is paid hourly, there is more to learn. 

In this course, you will become familiar with various factors that fall under the broader topic of "Wage and Hour," as well as the common exemptions that apply to executive, administrative, and professional employees. Additionally, in today's gig economy, we will examine the distinctions between employees and independent contractors, and how each operates according to your expectations and requirements as an employer. 

Compliance with wage and hour regulations is essential for any business that employs workers. Missteps can result in significant financial penalties, legal fees, and reputational damage. By understanding the requirements affecting exempt and non-exempt employees and taking steps to comply with these regulations, businesses can create a culture of fairness and respect for all workers while avoiding costly mistakes.

This course is designed to be practical, with a focus on avoiding common mistakes that employers make when trying to comply with wage and hour regulations, as well as implementing best practices to ensure compliance.

Carefully written job descriptions can act as reliable tools for effective hiring, new employee onboarding, performance management, disciplinary and performance improvement efforts, as well as for human capital planning for growth and change in any organization.
On the other hand, poorly written, outdated, and non-existent job descriptions can lead to a host of problems for companies, including employee disengagement, low morale, and legal complications. 

This course will provide you with foundational information about job descriptions, including the importance of well-written job descriptions. It will then turn to specific areas relevant to any employer including the American with Disabilities Act, workers’ compensation, and wage and hour considerations.
Finally, a practical approach and structure of job descriptions will be provided so that you’ll be able to put into action the steps toward building more robust and legally-sound job descriptions within your own companies.

Overtime rules are nothing new. We know that certain employees must be paid overtime rates when working more than forty hours per week. Other workers are not subject to overtime rules. What is very possibly changing, however, is the Department of Labor’s salary basis that contributes to the delineation between these groups. Currently, exemptions for workers of overtime rates under the Fair Labor Standards Act include an earnings threshold of not less than $684/week. While it is difficult to determine how much the DOL will raise this amount, discussions in the highest levels of government just a few years ago attempted to increase the threshold to $921/week. At the time, this would have made an additional 4.2 million employees eligible for overtime. 

Base compensation is not the only factor to consider when determining a workers’ status as exempt or non-exempt. There are key details that must be assessed for the type of position. During this special “live” session, you will gain specific knowledge on the exemption categories, their features, and what to do with this information.

Although the DOL will almost certainly grant employers several months of lead-up time before implementing the new threshold, understanding the potential impact of a dramatic increase now will help employers to make appropriate adjustments in the future.