FLSA Overtime Regulations: Sorting Out Exempt vs. Non-Exempt Employees
Learn how to correctly determine which employees are exempt and which are non-exempt so you stay in full compliance with FLSA overtime law.
In this guide, you will get answers to the tough questions about the FLSA overtime exemptions:
- “How many people does someone have to manage to get the executive / management exemption?”
- “Why isn’t everyone in IT exempt, they are all highly educated with white-collar jobs?”
- “They’re office analysts, not secretaries. Why are they getting overtime?”
- “Do I have to pay overtime to the electrician making $32 bucks an hour?”
- “If he goes on two sales calls a month does that make him outside sales and exempt from overtime?”
- “How can a nurse with two masters’ degrees still qualify for overtime?”
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The FLSA Regulations are confusing
Get the facts you need about FLSA overtime law. In this business climate where flexibility is a necessity and cross-functional teams are the norm, how do you define what jobs are exempt vs. non-exempt? What makes an exempt employee exempted from FLSA overtime law? It’s a difficult task for your HR and payroll teams to sort out what’s what. FLSA Overtime Regulations: Sorting Out Exempt vs. Non-Exempt Employees puts the information in your hands to make the right call.
FLSA Overtime Regulations Part I – An Overview of FLSA Exemptions:
The Fair Labor Standards Act (FLSA) provides an exemption from both minimum wage and overtime pay for employees employed as bona fide executive, administrative, professional and outside sales employees. It also exempts certain computer and IT employees.
To qualify for exemption, employees generally must meet certain tests regarding their job duties and be paid on a salary basis at not less than $455 per week. Job titles do not determine exempt status.
The “Exempt vs. Non-Exempt Employees” report covers:
- Executive Exemption
- Administrative Exemption
- Professional Exemption
- Computer Employee Exemption
- Outside Sales Exemption
- Highly Compensated Employees Exemption
- Blue Collar Workers
- Police, Fire Fighters, Paramedics & Other First Responders
- Other Laws & Collective Bargaining Agreements
FLSA Overtime Regulations Part II – Occupations Blue Collar Workers
The exemptions do not apply to manual laborers or other “blue-collar” workers who perform work involving repetitive operations with their hands, physical skill and energy. Such nonexempt “blue-collar” employees gain the skills and knowledge required for performance of their routine manual and physical work through apprenticeships and on-the-job training. FLSA overtime law covers non-management employees in production, maintenance, construction and similar occupations such as carpenters, electricians, mechanics, plumbers, iron workers, craftsmen, operating engineers, longshoremen, construction workers and laborers are entitled to minimum wage and overtime premium pay under the FLSA, and are not exempt no matter how highly paid they might be.
Your Free FLSA Overtime Regulations report will give you the details on how to deal with:
- Blue Collar Workers
- Police Officers, Fire Fighters and Other First Responders
- Veterans
- Insurance Claim adjusters
- Financial Services Industry Employees
- Nurses
- Technologists and Technicians
Download your Free copy of FLSA Overtime Regulations: Sorting Out Exempt vs. Non-Exempt Employees. This powerful executive briefing will give you sleep-at-night comfort that you understand how to comply with the Fair Labor Standards Act to avoid wage and hour problems.
Sincerely,
Stephen Meyer
CEO, The Rapid Learning Institute
