Tool to defend against new Overtime Rules

The best "Get out of jail free" tool to defend against new Overtime Rules clear and bold header

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Posted by Christine Fox on Dec 2, 2015 12:29:54 PM

During our recent webinar discussion with Alfred Roush, Esq. SPHR, SHRM-SCP, it became apparent when the revised overtime regulations proposed by FLSA go into effect the potential compliance issues in how employers determine which employees are exempt, and those entitled to overtime is complicated, and if not done correctly, may result in significant liability for an employer.

We asked our VP of HR Services at CertiPay, and licensed Florida Labor and Emplyment attorney Alfred Roush, to share how to assess proper classification for overtime exempt status and what you can do now to prepare for when the final rule is implemented sometime in 2016.  Mr Roush is a certified Senior HR Professional dedicated to all areas of Labor and Employment Law relations.  His experience includes representing clients through federal and state court litigation, as well as managing our CertiPay HR team in best practice development for employer compliance.  With Alfred's vast experience within the club industry, consulting on HR issues and development of policies, he is able to bring a practical approach to help clubs maintain compliance.

Overtime_flying_clocks.jpgThe key take away from our discussion in response to the stronger stand on enforcement of Federal and State employment regulations being imposed, and potential employee lawsuits on the rise within the hospitality industry; tracking of employees' time, and having up-to-date job duty descriptions for overtime exempt classification will be an important tool to defend against any disputes that might arise.

Are you prepared?

  1. Do you have a updated Handbook with an overtime policy that's been reviewed in the last 6 months?
  2. Updated, displayed Posters for 2015 state and federal law changes?
  3. Do you have Independent Contractors that perform similar or same job duties as employees?
  4. Do you have a policy for calculating overtime if you pay employees by the job instead of hourly?
  5. Do you have updated job descriptions for every employee?
  6. Does it include blended job descriptions for certain employees doing more than one job?
  7. Do you have a policy for clocking in/out for all hourly employees and contractors?
  8. Do you have an automated way to calculate, edit, submit, and communicate employee time from the field?

In case you missed our live webinar discussion, for reference to what you can anticipate when the new overtime rules go into effect; down load a copy of the power point, and a Overtime Rule Calculator excel document to aid in preparing your club for possible salary increases and/or increased overtime costs in 2016.



ClubPay offers an integrated time and attendance solution with bio-metric clocks, and enhanced Club HR Services to help you respond confidently to the unique challenges faced in today's employment market.  If there are aspects of your club's existing HR practices that could use assessment, contact us to see how an HRO Analysis can help.

We look forward to continuing to serve you and your club, and welcome your specific questions.



Topics: employment law, HR, time and attendance, overtime rules

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