Erin E. Dolly is an attorney at Hirschfeld Kraemer LLP in San Francisco, where she counsels institutions of higher education and other public and private employers on a broad range of legal matters, including labor, employment, student affairs and compliance issues. Erin advises private and public employers on issues relating to discrimination, harassment, disability laws, performance management, employee discipline and termination.
Erin is the former Dean of Students at the University of San Francisco School of Law, where she served for over seven years, with primary responsibility for students and recent graduates.
Prior to working in higher education, Erin worked as an attorney in the global employment group in the San Francisco office of a premier international law firm. She was co-chair of the firms pro bono committee, co-authored an amicus brief in support of an application for Writ of Certiorari to the Supreme Court of the United States in Winkelman v. Parma City School District.
Erin is an Adjunct Professor at the School of Law where she teaches Legal Drafting, a skills-based advanced legal writing course to third year students.
The U.S. Department of Labor (DOL) released the much awaited final regulations for the white collar exemption to the federal overtime pay requirements under the Fair Labor Standards Act (FLSA) on May 18, 2016. This new legislation will have a significant impact on many institutions of higher education as it more than doubles the salary threshold required for employees to qualify as an exempt employee.
Institutions need to be familiar with the new regulations, as misclassification of employees as exempt from FLSA overtime requirements is a costly mistake. Institutions will need to move quickly to plan and implement any necessary changes by the December 1, 2016 compliance deadline.†
The key provisions of the new regulations include increasing the salary threshold from $455 per week to $913 a week for a full-year worker; increasing the total compensation needed to exempt highly compensated employees from $100,000 annually to $134,004 annually; and establishing a mechanism to automatically update the salary/compensation levels every three years, beginning January 1, 2020. Also, employers now will be able to use nondiscretionary bonuses and incentive payments made on a quarterly or more frequent basis to satisfy up to 10% of the new standard salary level.
Although a number of positions will be unaffected by this rule, regardless of whether they earn above the new threshold or not (e.g., most faculty positions), certain higher education workers will be affected by the new rule, including: postdoctoral researchers; non-academic administrative employees; and other salaried workers whose duties are not unique to the higher education setting.
In this session, expert speaker Erin E. Dolly will discuss creating an institutional action plan for evaluating institutionís current practices and transitioning to the requirements of the final FLSA overtime rules.
There will be discussion on creating an institutional action plan for evaluating your institutionís current practices and transitioning to the requirements of the final rule, including:
Who Should Attend