AVOID FLSA EXEMPT or NON EXEMPT JOB MISCLASSIFICATION OVERTIME FINES AND PENALTIES

 

In order to avoid violating FLSA regulations, all jobs should be classified as either exempt or non-exempt from overtime pay.   Otherwise your organization could be subject to back pay fines and penalties.  And the cost can be staggering.  Recent class action suits have cost employers such as IBM, Morgan Stanley, and Merrill Lynch $65 million, $42 million, and $37 million respectively.

 

AHI's FLSA Job Evaluator gives you all the tools you need to judge whether the jobs at your company are exempt or non-exempt — and whether you are on the hook for overtime or in the clear. Insightful analysis and authoritative guidance helps you classify your jobs with ease and confidence, and gives you the ammunition to defend your decisions.

 

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We've already done the work for you, so you spend less time researching, and no time worrying about the correctness of your decisions. You'll get over 120 of the most often misclassified jobs in the following categories:

Accounting • Administrative • Advertising • Art • Communications & Public Relations • Credit & Collections • Customer Service • Editorial • Engineering • Finance • Healthcare • Hospitality • Human Resources • Information Technology (IT) • Insurance • Legal • Mailroom • Maintenance • Manufacturing • Marketing • Purchasing • Real Estate • Research & Development • Safety/Security • Sales • Shipping & Transportation • Warehousing & Distribution

 

For each of the jobs covered in FLSA Job Evaluator, you'll get a detailed job description that includes a list of the essential duties that have been coded as usually exempt or non-exempt  to assist you in properly classifying the job.  Plus, an analysis by our expert advisor as to how the job has usually been classified with a specific links to the actual FLSA regulations that cover the requirements of that exemption.

 

The expert advice you'll find in FLSA Job Evaluator comes from wage & hour expert, Morris Jennings. Mr. Jennings spent 38 years as an investigator with the Department of Labor, Wage & Hour Division enforcing the requirements of the FLSA and other wage & hour laws. That involved the examination of thousands of factual employment situations, application of pertinent regulations, and determination of whether exemption claims were valid. Today, he provides nationwide consultation to employers, HR reps, attorneys, CPAs, and countless others on FLSA and other wage & hour laws.

 

Don't risk losing millions in a misclassification audit.  Order FLSA Job Evaluator today!