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What is the FLSA test?
The FLSA exemption test refers to the status of a job as outlined in the Fair Labor Standards Act. The FLSA determines whether a job is exempt or nonexempt as it relates to overtime obligations.
How do I know if my FLSA is exempt?
To be considered FLSA exempt, all of the below must be true for an employee:
- The employee receives pay on a salary basis (rather than hourly).
- The employee earns at least $35,568 per year, or $684 per week.
- The employee performs exempt job duties.
What does FLSA mean in HR?
The Fair Labor Standards Act
The Fair Labor Standards Act (FLSA), governs the process that Compensation Analysts use to determine whether a position is either eligible for over-time pay for hours worked in excess of 40 per week (non-exempt) or is paid a flat sum for hours worked, even if they exceed 40 hours within a workweek (exempt).
What does FLSA stand for?
(For best printout, see the PDF version.) Revised September 2016. The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, recordkeeping, and child labor standards affecting full-time and part-time workers in the private sector and in Federal, State, and local governments.
Which of the following is a test that must be met to qualify for the administrative employee exemption?
Which of the following is a test that must be met to qualify for the administrative employee exemption? The employee must be compensated on a salary or fee basis at a rate not less than $455 per week.
What is FLSA status based on?
An employee’s FLSA status is whether that employee is classified as exempt or nonexempt according to the Fair Labor Standards Act (FLSA). An employee who is nonexempt is entitled to receive overtime pay after they work a certain number of hours, while exempt employees are not eligible for overtime.
Why is FLSA on my paycheck?
FLSA stands for Fair Labor Standards Act, a federal law that establishes re- quirements for items like overtime pay. It doesn’t indicate additional hours you worked.
What makes a role exempt vs non-exempt?
An exempt employee is not entitled to overtime pay according to the Fair Labor Standards Act (FLSA). To be exempt, you must earn a minimum of $684 per week in the form of a salary. Non-exempt employees must be paid overtime and are protected by FLSA regulations.
What is the FLSA threshold?
UPDATE AS OF NOVEMBER 14, 2019 On September 24, 2019, the DOL announced the final rule increasing the salary threshold for exemption to the FLSA from $455 per week to $684 per week (lower than originally proposed.)
What are the FLSA exemptions?
An employee who meets the salary level tests and also the salary basis tests is exempt only if s/he also performs exempt job duties. These FLSA exemptions are limited to employees who perform relatively high-level work.
What determines whether a job is exempt or nonexempt under FLSA?
The FLSA determines whether a job is exempt or nonexempt as it relates to overtime obligations. Overtime pay, minimum wage, record requirements, age restrictions, and hours worked are some of the standards for employees outlined in this law.
What is the wage test for overtime exemption?
The Wages Test The wages test sets a minimum pay threshold for overtime exemption. Over that threshold, employees may be exempted from overtime in certain circumstances. Under it, an employee must be eligible for overtime pay regardless of their rank or job duties (unless they’re an outside sales employee, as you’ll learn in this guide).
What are the different types of FLSA exclusions?
Many of FLSA exclusions are found in §213 of the FLSA. Exempt or Nonexempt. Employees whose jobs are governed by the FLSA are either “exempt” or “nonexempt.” Nonexempt employees are entitled to overtime pay. Exempt employees are not. Most employees covered by the FLSA are nonexempt.