Employers have faced mounting challenges related to employment and wage and hour compliance. The Equal Employment Opportunity Commission (EEOC) and the Department of Labor (DOL) have been ramping up enforcement efforts, targeted investigations, audits and litigation. The EEOC unveiled changes to so-called employer information reports requiring federal contractors and other employers with more than 100 workers to report more compensation data than previously required in order to uncover incidents of potential wage discrimination. The DOL and the National Labor Relations Board (NLRB) have also increased their enforcement efforts, including those related to joint employer liability.

This complimentary webinar explores new and expanding initiatives undertaken by various state and government agencies affecting employers, together with practical tips in minimizing risk and effectively responding to this ever-changing legal landscape. This program focuses on some of the most relevant updates for 2016 related to these agencies, including:

• The scope of the EEOC’s sweeping equal pay proposal to collect compensation data from government contractors and private employers with 100 or more employees, and its operational impact on your business
• Updates on the latest DOL wage and hour initiatives and an examination of the current trends, practices and industries on which the DOL appears to be focused
• The latest guidance from the DOL regarding the new white-collar exemption to overtime regulations and an analysis of the practical implications of the new rules and strategies for minimizing risk
• Joint employer liability under wage and hour laws: the implications of the NLRB Browning-Ferris decision
• Strategies and best practices for employers in staying compliant with the latest developments and responding when targeted for investigations, audits or litigation

If you would like to receive an audio transcript of this webinar due to accessibility issues, please email us at webinars@manatt.com.

This program does not constitute legal advice, nor does it establish an attorney-client relationship. Views expressed by presenters are strictly their own and should not be construed to be the views of Manatt or attributed to Manatt.