FLSA and the New Salary Requirements: What Do These Mean for CA?

On December 1, 2016, the minimum salary threshold needed to qualify for the executive, administrative, and professional exemption under federal law will more than double, going from $23,660/year to $47,476/year. What does this mean for California employers? Which salary threshold is appropriate? What do you do with employees who are below the new threshold? How will future increases to the state's minimum wage play into this?

Exemptions in general are not always as black and white as asking who should be exempt and who should not. What does "independent discretionary decision-making" mean? When is it acceptable to make deductions from an exempt employee's salary?

These questions, along with other wage and hour pitfalls, will be addressed in this complimentary seminar.

*This event is sponsored by San Diego Workforce Partnership.