Issue link: http://read.dmtmag.com/i/764739
5 6 V I N E YA R D & W I N E RY M A N A G E M E N T | J a n - F e b 2 017 w w w. v w m m e d i a . c o m WHITE COLLAR EXEMPTIONS Many wineries assume their managers and various salaried employees are exempt from over- time requirements, but that isn't necessarily true. Determining if an employee is exempt isn't as simple as asking whether he or she is "salaried" or "hourly." If an employer is classifying employ- ees as exempt, it must make sure the employees' job duties and sal- ary levels actually qualify for the "white collar" exemption claimed under federal and state law. For example, to qualify for the admin- istrative exemption under the Fair Labor Standards Act (FLSA), the strong workforce — in the v i n e y a r d , c e l l a r a n d t a s t- ing room — is one of the most important aspects of running a winery. Workers help provide customers with a unique experi- ence, including an outstanding product and first-rate service. But labor and employment issues can cause headaches and liabilities for an unsuspecting winery owner. Employment laws are constantly changing, both at the federal level and in heavily regulated states like California. Wine industry busi- nesses should consider the follow- ing five common issues to decide whether to seek additional guidance on current workplace regulations. + Labor and employment issues can cause headaches and liabilities for an unsus- pecting winery owner. + Being up to date on labor laws is of utmost importance. + You must comply with feder- al, state and local laws when it comes to your workforce. + Don't get caught unprepared for an audit. AT A GLANCE Employment Laws Update Understanding these five issues will ensure your business' labor force is within federal compliance. BY JAMIE ADAMS, IAN MACDONALD AND CHUCK BIRENBAUM