Title	Payroll Perils: New FLSA Pitfalls and Practices
Date	09/22/10
Description	*All Advantage Clients: to receive your discounted pricing you must call the HRA office at 503-885-9815 and register by phone. 8:00am – 10:00am It was never easy, but now it is even more challenging, and potentially more expensive to make a mistake! The court cases are increasing and the DOL is promising increasing scrutiny and regulation. You’ve classified one of your employees as exempt from overtime pay for as long as the position has existed. This exempt status was based on the salary paid to the position and the job responsibilities. But, you’ve made changes in that position, as well as others, due to workforce needs. Now, as you review the position, you aren’t sure that the position is exempt anymore. What do you do as a result of this uncertainty? And, you’ll know what to do before making any changes or talking with the employees about this possible change before you get that phone call from a federal or state agency wanting to review your classification of your employees. While the actual Fair Labor Standards Act (FLSA) wage and hour laws may appear to be the same, the regulations and enforcement of those laws is changing. These changes not only include potential new requirements, but also a move towards enforcement rather than compliance with classification of employees as exempt or non-exempt. These FLSA changes will make it prudent and even necessary for organizations to be certain that: The organization has a clear understanding of the shifting tests that are used to determine whether an individual employee is exempt or non-exempt; Employees who are not paid overtime are correctly classified as exempt; Each employee who is exempt from overtime has a job description that accurately describes the way work is actually reflects the daily duties and tasks; The organization can document and articulate specific reasons for the status designation of exempt or non-exempt; The organization carefully considers its options when reviewing classification of employees and when it discovers that misclassifications of individuals exist; and, Employers consider the impact of a review of job classifications and compensation not only in terms of the FLSA, but also relative to the impact of the Lily Ledbetter Fair Pay Act of 2009. Our September session will look at how FLSA enforcement is significantlychanging in a way that requires organizations to proactively address possible job classification issues. The session will focus on the process of reviewing each classification then taking steps to fully document the justification for why a position is classified as exempt so that the employer reduces the risk of DOL fines and penalties. We’ll look at making sure that the employee’s exempt status is not changed by the daily management, tasks or responsibilities of that employee. In addition to the FLSA issues, the Ledbetter Act impacts potential pay equity issues. That impact includes potential discriminatory pay practices that go as far back as the date of original hire. This potential liability makes it important for organizations to review pay practices for employees in the same positions. Again, like the FLSA issues, the organization must then assess its options about what it’s going to DO with what it finds. Join us on September 22nd as we address this increased scrutiny and risk for organizations. The enforcement is picking up and will only increase, you want to stay ahead of that enforcement by knowing what steps to take, what options exist and deciding which option best fits your organization. Presenter: Kellye Wise, J.D. has provided labor and employee relations’ assistance to employers in the Pacific Northwest and California for more than 26 years. He has represented employers in collective bargaining for more than 70 labor negotiations with a broad range of unions, as well as assisted employers with administration of their labor agreements including the grievance process and representing employers in arbitrations. As a Senior Consultant for HR Answers, Inc., Kellye has worked with employers in a wide scope of employee relations’ matters, ranging from development and application of employee policies, job performance standards, compliance issues and leave administration matters. He regularly assists employers with addressing disciplinary situations, including the termination process. Kellye has worked with employers to successfully investigate and address both state and federal agencies’ complaints alleging various types of discrimination and harassment. As a trainer, he has developed and presented management training on a wide range of employee relations’ matters, including harassment and discrimination, job performance, documentation and discipline and successfully meeting the issues that impact today’s workplace supervisor. In addition to presenting training for individual companies, Kellye has spoken extensively to employer audiences both locally and regionally, and has been a regular speaker for the Oregon Employers’ Council (OEC) groups and has served for several years as an advisor to the Tualatin Valley Employers Council (TVEC). He is also on faculty at Portland State University’s School of Extended Studies, teaching the Equal Employment Opportunity, and the Corrective Action for Performance Management classes. Kellye has been a member of the Oregon State Bar since 1983, after graduating from the University of Oregon School of Law. He also has a Journalism degree from California Polytechnic State University, San Luis Obispo.
Location	Tualatin
Cost	$60.00
Seats	40
	Register

Title	Supervisory Survival A Series for New Supervisors
Date	10/06/10
Description	*All Advantage Clients: to receive your discounted pricing you must call the HRA office and register by phone. Dates: October 6, 13, 27, November 3 and 10 8:30am – 12:30pm As a Supervisor, you are the one in charge, but you know all too well that your job description does not even begin to cover the many roles you actually fill on daily basis. Employees look to supervisors to communicate expectations and rules while management looks to supervisors to motivate, guide, and get the best performance from employees. Regardless of your supervising experience, you can always benefit from new ideas and skills that will keep you at your peak performance. This series is packed with solid skills to help you maximize your role and provide you with ideas to manage and motivate your team. This series will cover the employment life-cycle and offer suggestion on the soft skills to. We will cover: • Learning about your legal responsibilities, hazards, and new laws changes - Discrimination, harassment, family leave, reasonable suspicion, and more • Understanding the many roles and responsibilities of a supervisor - How to set the stage from day one • Hiring and Retaining the right employees - Where to find applicants. - How to interview including what questions to ask and not ask - Orientation vs. Onboarding • Improving your Communication - Learn how to give clearer more specific instruction to your employees - Conflict resolution techniques • Establishing the employee/supervisor partnership - Understand what motivates employees and how to recognize them - The value of performance management and maximizing individual performance reviews - Using coaching and counseling, to get the performance you need. How and when to use corrective action to avoid termination - The need and value of documentation • How to build a team and get the most from them This program is designed to cover the basics so you can pursue increasing your influence within the organization. We’ll also explore practical and legal solutions to common challenges and answer your questions too. The individual sessions will include discussion time, small group work, activities, exercises and occasional homework. A comprehensive binder of resource and reference materials will be built over the five sessions. What Past Attendees Have Said… “I would definitely recommend this class to others.” “I learned a great deal of very helpful and doable information that I feel will help me succeed as a supervisor.” “Speakers were very confident in what they were teaching.” “I like the ability to have interaction with the speakers and the fact that it was not just a lecture with handouts.” “I got ideas I can take back use right away.” Presenters: Deborah Jeffries, PHR, CPC, and Kellye Wise, J.D.
Location	Tualatin
Cost	$395.00
Seats	30
	Register

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