Keeping up with the Recent FLSA Trends and Changes

Date: Available 24/7 CLE Credits: 2 General

Step 1: Select Desired Format In Blue

Step 2:

Live Webcast/Rebroadcast - You watch the course online at the specified date and time shown below. You can ask questions and receive answers during the course.
On-Demand - You watch the course anytime and will have access to the course 24/7. Our On-Demand courses are available within 5-10 business days after the original recording and accessible for one year.

Course Description

This program was recorded on May 8, 2020

Although 2020 has just started, numerous changes and new interpretations have swept through the employment world and firms will be busy keeping their clients informed, in compliance, and protected from administrative and/or civil litigation. This course will focus on changes affecting the Fair Labor Standards Act (FLSA) and wage and hour compliance and litigation. Just prior to the start of 2020 the Department of Labor (DOL)increased the “standard salary level” threshold for white-collar exempt employees from $455 ($23,600 per year) to $684 per week ($35,568 per year). Another recent change was the DOL’s final rule updating its regulations regarding joint-employer status under the FLSA. Taking a look back, the course will also discuss what impact the U.S. Supreme Court’s ruling in Encino Motorcars, LLC v. Navarro, 138 S. Ct. 1134 (2018) has had any may have for future cases. In closing, we will discuss common pitfalls employers continue to face and a case study involving classification of exempt outside sales employees.

  • Kevin D. Pardiñas
    Kevin Pardinas is an attorney at Trembly Law Firm that has a track record of successfully representing business owners and employers in various litigation, transactional and general counsel matters. Prior to joining the Trembly Law Firm, Kevin served as general counsel to a healthcare company and a retail commercial insurance agency where he handled a variety of matters including commercial real estate leases, mergers and acquisitions, human resources, HIPAA compliance, vendor and physician contracting and business development.

    Contact Kevin D. Pardiñas
      • 2 General Credits
      • ProLawCLE will seek approval of any CLE program where the registering attorney is primarily licensed with exceptions stated below. Application is made at the time an attorney registers for a course, therefore approval may not be received at the time of broadcasting.

        ProLawCLE does not seek approval in the state of Virginia.

        Each state has its own governing rules and regulations with regards to CLE courses and formats, therefore please contact your state MCLE regulatory entity for further details about your state's rules. Please visit our State Requirements page for information regarding your state's CLE requirements and/or contact information for your state bar.

        As stated in our Reciprocity Provision, ProLawCLE will grant credit in the following states through reciprocity, therefore direct application will not be made in these states:

        AK, AR, CO, FL, ME, MT, ND, NH, NJ, NY, and PR.

        ProLawCLE is dedicated to providing quality education from expert speakers and ensuring each attorney receives CLE credit for their participation. If for some reason a particular course does not receive approval in the attorney's primary state of licensure, ProLawCLE will give credit for a future approved course or give a full refund, if applicable.

      Each On-Demand course is available to you for 1 year from date of purchase. Additionally, CLE credit is only available within that year.
    1. The “standard salary level” threshold for white-collar exempt employees will increase from. That means starting January 1, employers will need to pay overtime to employees who earn less than $684 per week ($35,568 per year).
    2. The salary threshold for highly compensated employees (HCEs) will increase from $100,000 per year to $107,432 per year.
    3. On January 13, 2020, the U.S. Department of Labor (DOL) issued its final rule updating its regulations regarding joint-employer status under the Fair Labor Standards Act (FLSA)
    4. The new rule creates a four-factor balancing test focused on whether the potential joint employer exercises substantial control over the terms and conditions of the employee’s work. The factors are whether the potential joint employer:
    5. Hires or fires the employee;
    6. Supervises and controls the employee’s work schedule or conditions of employment to a substantial degree;
    7. Determines the employee’s rate and method of payment; and
    8. Maintains the employee’s employment records.
    9. Effect of Encino Motorcars, LLC v. Navarro, 138 S. Ct. 1134 (2018)
    10. Common Employer Pitfalls
    11. Case Study Re: Outside Sales Exemption

Related Items