The New Overtime and White-Collar Exemption Regulations – Practical Considerations for Employers in Restructuring/Reclassifying Workers & Effecting Organizational/Pay Practice Changes, Strategies for Minimizing Litigation Risks, and ​Defending Against Claims of Violation

September 26, 2016 11:20am

Aaron A. Buckley

Paul, Plevin, Sullivan & Connaughton LLP

Diane Krebs

Gordon Rees Scully Mansukhani LLP

  • Examining the implications of the DOL’s new federal overtime regulations and “white collar exemption” requirements
  • Paying employees who no longer meet the salary basis test of the “white collar” exemption
  • The latest on the “duties” portion of the “white collar” exemption test
  • Restructuring and reclassifying workers as hourly-paid employees to avoid overtime payment – adapting new policies and practices to track hours worked by employees whose time wasn’t tracked before
  • What are the litigation risks associated with these new changes
  • What organizational and/or pay practice changes will employers need to make to achieve business objectives and minimize the litigation risks?
  • Trends in white collar exemption litigation
  • DOL enforcement strategies
  • What damages can a private litigant recover in these claims?
  • Strategies for defending against claims of violation once litigation is brought