In 2012, the boundaries of the workplace and employee work time continue to expand exponentially, leading to greater concerns for employers about employee productivity, work hours, and proper compensation. Due to a recent surge in government initiatives to crack down on employee compensation violations, it is imperative for employers of all size to understand and comply with wage and hour obligations on the federal and state levels.

Federal compensation law imposes strict requirements on how employers compensate and classify workers as exempt employees or as independent contractors, and New York State law provides specific requirements when it comes to the payment of employee wages. Recent developments in social media and technology have also impacted the scope of employer compensation requirements. It is now more important than ever that employers avoid unintended violations of these rules.

Join Michael C. Schmidt, member of the law firm of Cozen O'Connor, as he explains:

• which laws impose the principal compensation and recordkeeping requirements that employers must follow
• how social media and technology has changed the way employers need to think about their compensation practices
• how to determine if your employees are properly classified as exempt employees for purposes of avoiding overtime pay requirements
• how to properly classify your workers as independent contractors to avoid an IRS or Department of Labor compensation audit
• the provisions of the New York State Labor Law that impose specific obligations and limitations on employer compensation policies and practices.

Michael C. Schmidt, Esq., Member, Cozen O’Connor

Michael C. Schmidt, Esq. is a member of the law firm of Cozen O'Connor, and practices in the Firm's Labor and Employment Group in New York.   He concentrates in representing large and small businesses in all facets of employment law, such as defending employers in litigation and arbitration involving wage and hour, discrimination, harassment, non-compete/trade secret, and disability and other leave-related issues; drafting employment agreements, termination/severance agreements, non-compete and confidentiality agreements, and employee manuals and individual corporate policies;  and counseling and providing corporate training on day-to-day issues from hiring through firing.