A variety of labor and employment changes are projected to have an impact on the nonprofit sector. Effective December 1, 2016, the Department of Labor will change the salary basis of those employees who will be exempt from overtime payment .The government has been pushing to restrict the use of independent contractors (consultants), and New York’s minimum wage was recently raised to $15/hr, to be implemented over a few years. This workshop will be a final opportunity to learn how these changes may impact the nonprofit sector, as well as other new developments in wage legislation.

Key Takeaways:

An understanding of the new overtime payment rules
The impact of new developments in wage legislation on your nonprofit organization
How to comply with the new “economic reality” test for determining independent contractor status

This workshop will be presented by Allen B. Breslow, labor and employment attorney for the metropolitan New York area.

The ideal audience is human resources and fiananace personnel.

For more information on the Department of Labor's overtime regulations, see this memo jointly sponsored by the Nonprofit Coordinating Committee of New York and the Lawyers Alliance of New York and written by Eric Hoffman and Sean Kim, Sidley Austin LLP.

Please Note: This workshop is a repeat of two prior NPCC workshops held June 7, 2016 and July 21, 2016. This workshop is limited to current NPCC nonprofit members only, and may be limited to ONE person per organization due to space constraints. . If your organization is not a current nonprofit member of NPCC, you can visit http://www.npccny.org/membership/how-to-join/ for more information on joining NPCC.

Please be advised that, if you register for this workshop, unless we hear from you otherwise, we will include you as part of our regular contact list. By enrolling in this workshop, you hereby: (1) give consent for NPCC or any third parties to use your photograph or image in its print, online and video publications; (2) release NPCC, its employees and any outside third parties from all liabilities or claims that you might assert in connection with the above-described uses; and (3) waive any right to inspect, approve or receive compensation for any materials or communications, including photographs, videotapes, website images or written materials, incorporating photos/images of you.

Labor and Employment Issues: New Overtime and Independent Contractor Rules