Discover new FLSA guidelines for COVID-19. Learn how to update your procedures to comply.
The last two months have been extremely active for the US Department of Labor as it works to ensure employees are treated fairly during the COVID-19 pandemic. The Fair Labor Standards Act (FLSA) has been a particular area of focus.
- New guidelines for tracking time records of non-exempt teleworking employees issued in August
- Proposed regulations relaxing the test for independent contractor status issued in September
You need to understand these changes to update your policies and procedures. With increased scrutiny from regulators, it is more important than ever to comply with all the FLSA requirements, including the newly released guidelines.
- Who is covered by the FLSA?
- How should you now differentiate exempt from non-exempt employees?
- How should you now differentiate independent contractors from employees?
- How will the proposed regulations change independent contractor status?
- What records must you keep to comply with the FLSA?
- How does the August 24 guidance change teleworkers’ timesheets?
- How should you determine when remote employees work overtime?
- What are the legally acceptable procedures for employees to report hours?
- How can you enforce rules against unauthorized overtime?
- How should you compensate employees for waiting time?
- What are the penalties for FLSA errors?
- How do state and local rules differ?
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