Exempt vs. Non-exempt Employees from Chapter 2 / Lesson 5 4.8K Exempt or non-exempt ... what does it mean? In this lesson, we'll break down the exempt versus non-exempt status, what it means to employers, and the significance of each classification for your paycheck. Related...
The FLSA specifies when workers are “on the clock” and when times are not paid hours. There are also detailed rules concerning whether employees areexemptfrom the FLSA overtime regulations. The law requires that overtime be paid at one-and-a-half times the regular hourly rate (“time-and...
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Also, private-sector employers are prohibited from avoiding paying overtime by awarding exempt employees who work on an hourly basis with compensatory time. However, the FLSA does permit public agencies to award compensatory time under certain circumstances. Compensatory time refers to allowing someone...
Non-exempt workers working more than 40 hours per week are entitled to one-and-a-half times their ordinary rate of pay. To calculateovertime compensation, an employer must first identify an employee's “regular rate of pay.” For hourly workers, this may seem easy. ...
This situation is even more pronounced in states like California and New York which have enacted state laws that further tighten the definitions of regulations on exempt employees and overtime pay.In a nutshell, workers who are paid hourly are those most likely to be covered (non-exempt) under...
Flexibility and Overtime Among Hourly and Salaried Workers: When You Have Little Flexibility, You Have Little to Lose Currently low-wage workers who are paid a salary and work overtime do not have the same protections as workers who are at the same earnings level but paid on an hourly basis...
As background, the FLSA requires employers to pay their covered, nonexempt employees a minimum hourly wage for all hours worked. 29 U.S.C. § 206(a). Wages under the FLSA may include third-party payments. A payment from a third party is a wage when the employer and employe...
Perhaps recognizing that some different compensation schemes should be allowed without jeopardizing an employee’s exempt status, the Department of Labor regulations specifically permit an exempt employee to be paid on an hourly, daily, or shift basis “without losing the exemption or violating the sal...