Events, Wage and Hour

Jun 6 – 6Beds FREE Intro to Labor Compliance Workshop for ARF & RCFE

On June 6, 6Beds will present Intro to Labor Compliance Workshop for ARF & RCFE — with emphasis on how to comply with live-ins.

This workshop is FREE/OPEN to all operators.


Intro to Labor Compliance Workshop

June 6, 2018
9 AM – 11 AM
Rancho Cordova City Hall
2729 Prospect Park Drive • Rancho Cordova • CA 95670
CLICK to RESERVE SEATS


Despite having hosted several joint DOL/DLSE trainings, we understand that there are still many ARF & RCFE operators trying to grasp the labor laws for residential care. Many are uncertain of how to apply these labor laws to their caregivers and/or are weary of their increasing labor costs.

This time, 6Beds will present this labor training with an intuitive and narrative approach by beginning with what matters most to many care home operators — how to comply with live-ins.

We will work through this topic until everyone understands the nuance of how to comply with live-ins, as well as their important role to care and supervision compliance and the significant savings they bring to your labor cost. From there, we will cover the other areas of federal and state labor laws that regulate caregivers.

We will cover the following topics:

  • Live-ins
  • Exempt vs Non-exempt
  • Workday & Workweek
  • Overtime
  • Bi-Weekly Pay Period vs Bi-Monthly Pay Period
  • Fixed Salary vs Hourly Wage
  • Hourly Rate vs Regular Rate
  • Rest Breaks and (On-Duty) Meal Breaks
  • Split-shift
  • Paid Sick Leave
  • Travel Time
  • Meals and Lodging Credit
  • Record Keeping
  • Timesheet

Understanding labor compliance for care homes is a complex and often arduous undertaking. There’s just a lot to know! Yet as operators, it is paramount that you understand and apply these laws to help you legally operate and protect your care homes. Failure to comply can be financially disastrous and potentially life altering for both you and your business.


DON’T LET THIS HAPPEN TO YOU:


On the flipside, there are many of you out there, who  out of fear of a labor audit or private lawsuit overcompensate with redundant staffing and overtime, as well as employing only live-outs. This too can lead to potential facility closures as it leads to unnecessary increased labor costs, which ultimately drain your bottom line.

When you understand the labor laws and are able to apply them correctly with confidence to your facilities, three things will happen:

  1. You will exponentially reduce your exposure to liabilities arising from thousands to millions of dollars of public and private lawsuits;
  2. You will understand the baseline cost to operate your care home and thereby help you implement optimal, compliant staffing models that can save you hundreds to millions of dollars over the long life of your care homes; and
  3. You will standardize this industry’s caregiver hiring and employment practices by legally classifying them as either a 24-hour worker, permanent or extended live-in, reliever or a live-out. This in turn will (1) help lift and ease the costly labor audits and private lawsuits pervasive in our industry today and (2) help ease the rising hourly wages of caregivers as we adhere to the boundaries set forth by the labor laws — standardizing employment expectations and benefits.

If you are unsure of your implementation of the labor laws for your caregivers, we strongly encourage you to attend this workshop.

This workshop is FREE/OPEN to all operators.

CLICK to RESERVE SEATS


RELATED EVENTS:


RELATED DOWNLOADS:

DOL’s FLSA PowerPoint Presentation

DOLS’s EXCLUSION OF SLEEP TIME FROM HOURS WORKED BY DOMESTIC SERVICE EMPLOYEES

DLSE’s IWC No. 5

Events, Wage and Hour

Nov 14 – Joint DOL, DLSE & Littler Labor Compliance Seminar for ARFs & RCFEs

20171114 6Beds Labor Compliance Seminar

Representatives from the Department of Labor (DOL), Division of Labor Standards Enforcement (DLSE) and Littler Law Firm will unpack the labor laws you need to comply with and how do it legally.

Have your pressing questions answered directly by federal and state labor field representatives along with attorneys from Littler, author of the number one compliance guide for residential care homes, The Wage and Hour Guide for Residential Care Facilities (The Guide).

This is a must-attend seminar for many of us struggling to understand and legally comply with the complex labor laws, especially those that pertain to live-ins.

This seminar will focus solely on labor compliance.

For those who attended last August’s conference, this seminar will build upon what you have already learned. You will learn how to comply with the complex federal and state labor laws as they pertain to residential care homes, with emphasis on how to legally classify your employees as live-ins.

This seminar is also a refresher and update for some who are already familiar with labor compliance. For those who have The Guide and do not fully comprehend its tenets or are unsure of how to implement them, Littler attorneys will be on-hand to answer your questions.

Additional speakers from Perlas Insurance and biometric time and attendance will cover worker compensation and biometric time sheets, respectively—key components of labor compliance.

A question and answer panel comprised of all the guest speakers will help give you cross-agency answers to all your pertinent questions, arming you with the tools you need to stay compliant.

A complimentary catered lunch will be provided so that we can all stay onsite and get the most out of the conference. 

This day will go fast! Make sure to bring your colleagues and your questions.


DATE: November 14, 2017
TIME: 8 AM – 4 PM
LOCATION: Brea Community Center
695 Madison Way
Brea, CA 92821 (SoCal)


Click to RESERVE SEATS

Wage and Hour

Is An Employment Agreement Necessary for Your Live-ins and Their Relievers?

While you may be compensating your live-ins and relievers with hourly and overtime pay, provide them with their own living quarters, provide an appropriate workweek schedule and use a timesheet, they are still regarded as 24-hour workers without an appropriate employment agreement. This can potentially lead to hundreds of thousands of dollars in owed back wages, liquidated damages, and penalties in the face of an audit or class-action lawsuit because you are not able to legally deduct both sleep time and other off-duty time.

Having the appropriate employment agreement between you and your caregiver, allows you to legally classify them as live-ins or relievers based on a work schedule criteria and a work environment criteria, thereby allowing you to take advantage of deductions of both sleep time and other off-duty time.

To help care home owners comply with complex state and federal labor laws, 6Beds has co-authored with Littler Mendelson Law Firm, The Wage and Hour Guide for Residential Care Facilities (The Guide). The first and only one of its kind, The Guide outlines both federal and state laws that pertain to employing and compensating live-in caregivers and their respective relievers. Most importantly, it contains employment agreements for both live-ins and their relievers, a sample timesheet for documenting hours worked, and also comprehensively covers the work schedule criteria and work environment criteria that must be met in order for your employees to be properly classified as live-in employees.

Wage and Hour Guide

Join us on August 18th in Buena Park (SoCal) for 6Beds’ 2017 ARF and RCFE Annual Conference, where an attorney from Littler Mendelson Law Firm will provide an overview of the labor laws pertinent to our industry and how to comply by using The Guide. Representatives from DOL will also be present to answer your pertinent questions.

2017 ARF & RCFE Annual Conference

All Posts, Wage and Hour

Why You May NOT Be Legally Compensating Your Live-ins and Their Relievers

While providing significant advantage, live-ins require a special set of rules that care home owners must adhere to if they are to legally and correctly compensate live-ins along with their respective relievers.

Not all caregivers that stay overnight in your facility are considered live-ins. You must be able to 1) meet a work schedule criteria, 2) meet a work environment criteria, 3) have the appropriate employment agreement and 4) document hours worked via a timesheet in order to legally qualify your caregivers as live-ins and thereby take advantage of being able to deduct both sleep time and other off-duty time.

Not following these rules may deem your “live-ins” as 24-hour workers instead of live-ins, which can potentially lead to hundreds of thousands of dollars in owed back wages, liquidated damages, and penalties in the face of an audit or class-action lawsuit, especially if your “live-ins” were compensated either through a monthly salary or daily rate. We know all too well the sad stories of our fallen colleagues.

Since the inception of California’s residential care homes decades ago, live-in caregivers have offered the core services in care homes. Their unique role as resident employees provide significant advantage over live-out employees, in terms of consistent, quality care in a cost efficient manner. Live-ins are as vital to care homes today as they were back then.

Unfortunately, while fearing the increasing number of random audits in 2014, many care home owners have begun to switch to live-outs over live-ins. While doable for high-rent care homes, many with marginal income are unnecessarily losing thousands in potential net revenue — forcing many to close their care homes. In effect, live-ins have recently become stigmatized.

This need not be!

In some cases, care home owners do employ their live-ins the “correct way”, but due to the technicalities and specifics of the labor laws, we strongly encourage that care home owners evaluate the legality of their compensation procedures for live-ins. It’s never too late to do this, which demonstrates to the labor departments (federal and state) a care home owner’s good-faith effort to reform their employment practices.

For those who have switched to live-outs or do not employ live-ins, you can potentially earn more by legally and correctly employing live-ins. It requires greater understanding and proper implementation of the labor laws, but it could also mean the difference between greater profitability and facility closure.

To help care home owners, 6Beds has co-authored with Littler Mendelson Law Firm, The Wage and Hour Guide for Residential Care Facilities (The Guide).

Title-Page

The first and only one of its kind, The Guide outlines both federal and state laws that pertain to employing and compensating live-in caregivers and their respective relievers. Most importantly, it contains employment agreements/contracts for both live-ins and their relievers, a sample timesheet for documenting hours worked, and also comprehensively covers the work schedule criteria and work environment criteria that must be meet in order for your employees to be properly classified as live-in employees, thereby allowing employers to take advantage of deductions of both sleep time and other off-duty time.

Interested in learning more?

Join us on August 18th in Buena Park (SoCal) for 6Beds’ 2017 ARF and RCFE Annual Conference, where an attorney from Littler Mendelson Law Firm will provide an overview of the labor laws pertinent to our industry and how to comply by using The Guide.

2017 ARF & RCFE Conference

The conference is FREE to all ARF and RCFE operators.

Click here to learn more about the conference.

Click here to reserve your seats.

OR

Click here to learn more about The Guide.