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   1.5 CEUs HRCI | 1.5 PDCs SHRM 

Many employers believe that if their employees agree to certain pay arrangements or agree to be classified as independent contractors, there is no law violation. This is not the case. Employees cannot agree to waive their rights under the Fair Labor Standards Act. For example, offering your employees time off or additional benefits in place of overtime pay is still an FLSA violation—even if your employees sign a written contract to that effect.

The FLSA and only the FLSA determine the employer’s FLSA obligations. Even when an employee willingly goes along with, or even requests, an illegal pay arrangement s/he can still sue the employer for FLSA violations and recover any back pay he is owed under the law, in addition to keeping the extra pay and benefits he already pocketed under the illegal compensation system, and additional amounts in liquidated damages. If that’s not enough you may also be on the hook for your employee’s legal fees!

Whether a worker is an independent contractor or an employee is one of the most misunderstood areas in employment law, leaving businesses very vulnerable to fines, penalties, and legal fees that can be staggering—particularly to smaller businesses. Businesses that try to escape paying payroll and other taxes in connection with their workers, or providing workers’ compensation coverage and other benefits do so at their peril.

Since this practice results in the loss of significant sums of money to both the federal and state governments, the US Department of Labor has entered into agreements with many of its state counterparts to crack down on businesses that misclassify workers.


Intro- FLSA, Overtime, Records

Employee or Independent Contractor?

  • Definitions
    • Benefits
    • Risks
  • Tests
    • IRS Test
  • Right to Control
  • Economic Realities
    • DOL Test
    • NLRB
    • Some State laws (including the “ABC” Test).
    • Trump Administration Rule and Biden Administration Rescission
  • And more!

Why You Should Attend:

This webinar will provide valuable and practical insight on how to properly classify freelancers, consultants, temps, and other contract workers—and how to tell whether the worker in question is an employee. In this webinar, you will learn how and when your workers are legally your employees, or what to be able to properly classify them as independent contractors. This topic is particularly timely in light of the Biden Administration’s withdrawal of the rule promulgated by the Trump Administration.

Who Should Attend:

  • Business Owners
  • CEOs
  • CFOs
  • Controllers
  • H.R. Managers and Directors
  • Managers, Senior Managers
  • Hiring Managers
  • Anyone who deals with compensation issues
  • Compensation Officers
  • Benefits Administrators
  • HR Generalists

Note: You will get access to the Recording link and E-Transcript; in your account and at your registered email address.

Course Ministry is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP® or SHRM-SCP® recertification activities.

“HR Certification Institute’s® (https://www.hrci.org) official seal confirms that Course Ministry meets the criteria for pre-approved recertification credit(s) for any of HRCI’s eight credentials, including SPHR® and PHR®.”

Leave Abuse under FMLA, ADA and Workers’ Comp: How Employers Can Deal with the Most Outrageous ExcusesJanette Levey Frisch, the founder of The EmpLAWyerologist Firm, is an employment/HR attorney with over 20 years of legal experience. Ms. Frisch is a legal wellness professional for employment practices and workforce challenges. She works with employers to craft solid employment practices wellness plans tailored to address an organization’s needs and concerns