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Fixed v. Variable Work Schedules: How to Administer Just-In-Time and On-Call/Reporting Time Policies amid Growing Legislative Push Toward Predictable Scheduling Practices  

By:

Online Compliance Panel

Fixed v. Variable Work Schedules: How to Administer Just-In-Time and On-Call/Reporting Time Policies amid Growing Legislative Push Toward Predictable Scheduling Practices seminar agenda print utility

dates/locations

For:

Human Resources, CFOs, COOs, Business Owners, Business Executives, Compliance Officers, Chief Financial Officers, Human Resource Professionals, Accountants, Restaurant Managers

Cost:   

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Seminar Summary:

If you are in the retail, hospitality or food service industry in which workers do not have predictable hours. Besides being at risk for overtime, you are also in industries regularly targeted by the Department of Labor for audits. Once workers are not working a regular 40 hour week and their week varies, questions arise as to how to calculate the workweek and when an employee is entitled to overtime. You cannot rely upon your schedule of employees to accurately determine the number of hours worked. (see full course description)

 

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Training Course Syllabus:


Fixed v. Variable Work Schedules: How to Administer Just-In-Time and On-Call/Reporting Time Policies amid Growing Legislative Push Toward Predictable Scheduling Practices Webinar

Objectives of the Presentation

Learn answers to the following questions:
FLSA and Code of Federal Regulations (CFR) requirements for workweek
The problem of a variable workweek and recognized solutions
The legislative push for predictable workweek
Different types of on call pay under the FLSA and CFR
FLSA record keeping requirements common errors and pitfalls
Do´s and don´ts for calculating compensation under the FLSA
Examples of how ´open shift´ policies may be updated to ´fixed shift´ or ´flex shift´
The practical impact a shift from just-in-time scheduling

Why should you Attend

Studies show about 10 percent of the workforce is assigned to irregular and on-call work shift times and this figure is likely low. Add to this the roughly 7 percent of the employed who work split or rotating shifts and there are about 17 percent of the workforce with unstable work shift schedules. Six percent of hourly workers, 8 percent of salaried workers, and 30 percent of those paid on some other basis work irregular or on-call shifts. By occupation type, about 15 percent of sales and related occupations have irregular or on-call schedules. By industry, irregular scheduling is most prevalent in agriculture, personal services, business/repair services, entertainment/recreation, finance/insurance/real estate, retail trade, and transportation communications. These are likely to be jobs that require the payment of overtime. Besides the FLSA nightmare several states some cities and even Congress has introduced legislation to improve the workweek and have more predictability for workers. This in turn leads to greater questions for employees.

Who will Benefit

Human Resources, CFOs, COOs, Business Owners, Business Executives, Compliance Officers, Chief Financial Officers, Human Resource Professionals, Accountants, Restaurant Managers

Seminar Summary:

If you are in the retail, hospitality or food service industry in which workers do not have predictable hours. Besides being at risk for overtime, you are also in industries regularly targeted by the Department of Labor for audits. Once workers are not working a regular 40 hour week and their week varies, questions arise as to how to calculate the workweek and when an employee is entitled to overtime. You cannot rely upon your schedule of employees to accurately determine the number of hours worked. (see full course description)

 

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