There are two important sets of rules to keep in mind regarding the FLSA, Exempt vs. nonexempt employees
There are employee exemptions to the FLSA daftar slot online. According to federal overtime laws, an employee is exempt when they fall into one of the below classifications, meaning employers are not required to extend overtime pay to them:
Executive: Executive employees are defined as those who make a salary of no less than $684 per week and whose primary duties include managing the company or a recognized department or subdivision of the company daftar judi slot. Executive employees regularly direct the work of at least two full-time employees and maintain the authority to hire or fire other employees, or at least influence the process.
Administrative: Administrative employees are defined as those compensated on a salary or fee basis of $684 per week or more. Their primary duties must be the performance of office or nonmanual work related to the management of general business operations of the employer or clients. They must also exercise discretion and independent judgment in significant matters.
Professional: Professional employees are defined as those compensated on a salary or fee basis at a rate no less than $684 per week and primarily focused on the performance of work requiring advanced knowledge, intellectual in character, and requiring the consistent exercise of discretion and judgment.
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Computer-related: Computer employees are those compensated either on a salary or fee basis at a rate no less than $684 per week or, if compensated on an hourly basis, no less than $27.63 an hour. Their primary duties must include the application of systems analysis techniques and procedures, or the design and development of computer systems or programs.
Outside sales: An employee meets the outside sales exemption if their primary duty is making sales, or obtaining orders or contracts for services. They must regularly work outside the employer’s primary workplace.
Maximum employee income for overtime
According to a new rule that the DOL started enforcing in 2020, all employees who make less than $35,568 a year must be paid overtime. This rule applies to both exempt and nonexempt employees.
Coupled with this rule is a provision that employers can use nondiscretionary bonuses and incentive payments such as commissions to meet up to 10% of the standard salary level outlined in the FLSA. These bonuses and incentives must be paid at least annually.