Wednesday, August 17, 2016 at 1pm ET

Duration: 90 minutes

NOTE: This advanced course assumes a basic understanding of the new overtime regulations. If you are not yet familiar, you may wish to also view our “New Overtime Regs Now Final” session.

You already know the basic facts of the Obama administration’s OT overhaul. You know the new salary threshold and the effective dates. Maybe you’ve even begun to identify which specific employees will be impacted.

But if you are like most, you’re still concerned.
You still have a lot of questions.
And you’re still not sure about the best course of action for your company.
You’re not alone.

As employers and legal professionals dig deeper into the massive document, new legal risks are emerging – some of which are complete surprises. And the Department of Labor’s own guidance for employers may trigger even more risks – and more confusion.

What sort of confusions are we talking about?

Here’s an example: The Department of Labor has stated that formerly exempt employees can continue to receive a salary. Great! Right? Maybe.

If your supervisors aren’t vigilantly monitoring employees’ hours and employees start work early, skip lunch or stay late, you could find yourself facing a collective action unpaid overtime lawsuit – even though you thought you were following the guidance from the DOL.

Some industries are especially at risk for overtime class action lawsuits. For example, the higher education and non-profit sectors are expected to be significantly impacted by the new rules. Those same industries are likely more ill prepared than most because of budget and resource limitations.

To help you explore the key legal traps, and for advice on what you should do now to prepare, join employment law attorney and FLSA expert Anniken Davenport.