Nonexempt salary is a fixed payment protected by FLSA which is a regulation that governs working hours, minimum wage, and overtime compensation.8 min read
1. What Is Non-Exempt Salary?
2. What Determines Exempt or Non-Exempt Status?
3. What Does Salary Basis Mean?
4. Does Minimum Wage Only Apply to Hourly Pay?
5. There Are Exclusions From FLSA Coverage
6. What Is Significant About Salaried Exempt Workers vs. Non-Exempt?
7. Many Employers Have Incorrect Thinking About Non-exempt Salary
8. An Employer's Responsibilities for Non-exempt Salaried Employees May Be Pitfalls
9. What Duties Qualify as Exempt?
Updated July 21, 2020:
What Is Non-Exempt Salary?
Non-exempt salary is a fixed payment protected by FLSA, or Fair Labor Standards Act, which is a regulation that governs working hours, minimum wage, and overtime compensation. In the workplace, you have two types of employees – non-exempt and exempt. Non-exempt employees are awarded overtime pay, although, workers who are exempt are not.
What Determines Exempt or Non-Exempt Status?
The majority of employees who are covered by the FLSA are considered non-exempt. In most cases, three factors control how an employee is classified:
- Type of work
- Amount of wages
- Manner of pay (hourly or salary basis)
What Does Salary Basis Mean?
A salaried employee, as opposed to an hourly worker, is not paid for the actual hours he or she works during any given week. A job offered on an hourly basis would indicate how much the employee will receive for each hour worked, whereas, on a salary basis, payment gets rendered according to an employer's expectation of how many hours the employee will work. As salaried, a worker relies on receiving, at the least, guaranteed minimum wages any week that he or she does any amount of work.
Does Minimum Wage Only Apply to Hourly Pay?
Under the FLSA regulations, there is a minimum threshold for weekly salary wages. As an exempt salaried employee, he or she must make at least $913 weekly. Some states may have a higher starting pay per week to qualify a person as an exempt salaried employee, but it cannot be less than the federal minimum which is $47,476 per year.
There Are Exclusions From FLSA Coverage
The FLSA overtime rules arenot applicable to all jobs. Some are completely unaffected by them. Many agricultural workers and movie theater employees do not get held to the statute at all. If an occupation is controlled by another federal labor law, then it too is not subject to the overtime guidelines of FLSA.
What Is Significant About Salaried Exempt Workers vs. Non-Exempt?
When an employee paid on a salary basis is also an exempt worker, he or she receives at the very least the minimum weekly wage but is not subject to the overtime rules of the FLSA. To be exempt, the employee must meet certain criteria which include the type of responsibilities and duties he or she does.
A few jobs get considered as exempt by definition. An example of this is with sales personnel. An outside salesperson has exempt status while an inside salesperson is non-exempt.
In most cases, with few exceptions, if an employee works in the capacity of either an administrative, professional, or executive role, he or she is exempt. Since individuals in these occupations must function a majority of the time independently and perform high-level work, which contributes to the management of the company, they get exempted from the FLSA rules. Without having the governance of the Fair Labor Standards Act, exempt salaried workers do not receive overtime compensation even if fulfilling their duties includes working more than 40 hours during a workweek.
Non-exempt salaried employees receive fixed wages for working a determined number of hours weekly. However, should they exceed those hours in any given week, they will be paid for the extra hours in overtime pay. An hourly rate is calculated based on the salary amount. For example, a salaried employee making $59,000 per year makes the equivalent of $28.36 per hour in a 40-hour workweek. Just like an hourly worker, the overtime rate would be one and one-half times the regular hourly rate, or time and a half - equaling to $42.54 per hour exceeding 40 hours during the workweek.
Many Employers Have Incorrect Thinking About Non-exempt Salary
It is a common misconception of companies to believe that byhaving salaried employees, they will not have to bother with tracking time by not having them work over 40 hours. Many employers choose to pay employees on a salary basis because it is easier to estimate what the payroll costs will be from month to month. In their eyes, they see less hassle and less paperwork because they will pay out a set amount on a set pay cycle. Most employees tend to enjoy the stability the salaried wages provide. Additionally, the worker typically has no problem with the arrangement because they are not required to do overtime.
Unfortunately, companies run into problems legally with their non-exempt salaried employees by failing to keep track of hours. While it is true that an employer can pay workers how they choose, FLSA still requires that the company show that employees are at least receiving the minimum wages according to the regulations. Also, if an employee is non-exempt, he or she must still receive proper overtime pay for the hours worked over 40 hours during a workweek.
An Employer's Responsibilities for Non-exempt Salaried Employees May Be Pitfalls
There are a few obligations a company must consider to be compliant with the regulations for tracking its non-exempt workers' hours:
- An employer must accurately determine what the non-exempt salaried employee's actual pay rate is per hour so that the company can calculate and track overtime hours appropriately. If an employer pays on a salary per year basis, which isstandard for mostbusinesses, the employer can get the hourly rate by reverse engineering from the yearly amount.
- An employer also must be sure that a standard calculation is in place that applies to all salaried employees and everyone that deals with payroll at the organization should be aware of it.
- Employers have to deal with and track absences as well. It would be inclusive of deductions to the weekly salary amount.
Even with deductions for absences, the employer is still obligated to pay overtime when necessary. So, some companies view these administrative responsibilities as a pitfall and begin to question its decision to make some non-exempt employees salaried in the first place.
What Duties Qualify as Exempt?
The descriptions and job titles of an employee are not that helpful and do not have substantial influence when it comes to determining whether to classify an employee as exempt or non-exempt. An example of this would be the fact that a secretary would still do the work of a secretary if he or she was called an administrative assistant. What is of the most significance when determining status is the consideration and work responsibilities the employee performs.
Job duties that can receive payment as exempt come under three categorizations:
- Professional
- Administrative
- Executive
Professional Job Duties
Work performed that has a professional exemption must:
- involve the employee exercising his or her judgment and discretion
- require advanced education and specialized training
- mainly be intellectual in function
Traditional learned professions typically are jobs doing exempt work. Some of these professions include:
- Teachers
- Accountants (excludes bookkeepers)
- Engineers with engineering degrees or an equivalent
- Lawyers
- Doctors
- Registered nurses (not LPNs)
- Clergy
- Dentists
- Actuaries
- Pharmacists
- Architects
- Scientists (not technicians)
- Other employees who perform work that has always had a relation to professions that require advanced knowledge
Employees could be considered for professional exemption if they have attained education in industries that require more academic training than mechanical arts or skilled trades. The training will usually go beyond that of college and come with an advanced degree. However, if an employee has received an equivalent level of education in an alternative way and does work that is similar to the work done by employees with an advanced degree, the worker could be considered exempt.
Employees can perform other kinds of work that is creative professional work, and it could be exempt. Those jobs would include:
- Musicians
- Cartoonists
- Some journalists
- Composers
- Actors
These employees do work that requires originality, talent, imagination, or invention and they contribute a unique analysis or interpretation.
It is not difficult to identify creative professional workers. For the most part, classifying them with the professional exemption is straightforward and uncontroversial. If in doubt and an employer has some difficulty determining, an analysis of the work the employee does may be required.
Administrative Job Duties
Administrative duties probably have the most elusive and inexact definitions out of the three categories to base a determination. There is a regulatory definition, however, and it states administrative duties are exempt when they:
- Connect directly to the general business operations, employer's customers, or management
- Include the use of discretion and independent judgment regarding important matters
- Are work responsibilities accomplished in an office or are not manual
When employees are high-level with the primary job of making sure the business continues to operate, they are administratively exempt. A valuable rule of thumb would be for an employer to distinguish them from being operational or production. In other words, administrative employees are not responsible for making any product the company may sell. They are viewed as "staff" and not as "line" workers because they give support to the production and operational team.
Administrative duties may involve some of the following:
- Finance and payroll
- Internet, database, and network administration, or some other computer-related jobs
- Advertising and marketing
- Human resources
- Tax and accounting
- Regulatory and legal compliance
- Investment, government, public, or shareholder relations
- Records maintenance
Not all administrative work qualifies as exempt work. Even if the job of an employee is a financial asset to the employer, it does not automatically make the worker exempt. Clerical workers are an example of when the office or nonmanual duties of an employee are not exempt. Administrative work is exempt when the employee has to exercise judgment and possesses the authority to make intelligent decisions that will significantly affect either part or the whole business when it comes to particular situations.
The employer can ask a few qualifying questions to aid in making their determination:
- Does the employee have the power to commit the company to financial obligations that will have a substantial impact on business?
- Does the worker not need approval beforehand to stray away from company policy?
- Do the assignments the employee must handle involve the overall function of the business?
- Can the worker use his or her authority to make a company policy?
If an employee works on a help desk, answers telephones, files papers, fill out forms or routinely prepares reports, it is unlikely the work is exempt. Although the duties are administrative, they are not qualified for exemption because they are not high-level.
It is uncommon for the work of secretaries to be exempt, for example. However, the secretary of the CEO would undoubtedly be high-level and would certainly be an administratively exempt employee. Employers may provide an employee with an attractive title for his or her position, like "administrative assistant." Then when it comes time to evaluate the work that the worker is required to perform, it is seen that his or her obligations are no more than non-exempt clerical duties.
Executive Job Duties
Executive work responsibilities are considered exempt if the employee:
- Regularly supervises two or more other workers
- Has a primary function that is management
- Gives input that is given considerable weight about assignments, promotions, firing, or hiring
It is not necessary for an employee to have the final say when he or she gives input into staffing within the company but his or her suggestions must have a genuine influence that is highly regarded and taken seriously by higher management. Having input must be a part of the employee's job regularly for it be deemed exempt.
To determine if an employee's primary duty is managerial, an employer should look for whether the worker runs a full shift or an entire department. In many cases, to make a determination, a case-by-case evaluation may be required.
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FAQs
What is the minimum salary for non exempt employees in California 2022? ›
| Applicable Year | Employers with 25 or Fewer Employees | Employers with More Than 25 Employees |
|---|---|---|
| 2019 | $45,760 | $49,920 |
| 2020 | $49,920 | $54,080 |
| 2021 | $54,080 | $58,240 |
| 2022 | $58,240 | $62,400 |
As of January 1, 2022, the minimum annual salary to qualify for an exempt employee would be $58,240 (Double the state minimum wage $15.00/hour for employers with 26 or more employees is $30.00/hour x 40 hours/week x 52 weeks = $62,400).
What is the minimum salary for exempt employees in Florida 2022? ›To qualify for an exemption, employees will have to be paid at least $684 per week on a salary basis. Exempt employees are considered “salaried” and do not earn any overtime pay for working over 40 hours in a workweek.
What is an exempt employee in CT? ›1. Exempt Employees in Connecticut. Exempt employees are not subject to overtime law. For an employee to be classified as an exempt employee they must pass both the duties and the salary tests, under both Connecticut and Federal law.
What is the minimum salary for exempt employees in California 2023? ›As we previously reported the minimum wage for all California employers, regardless of size, is $15.50/hour, effective January 1, 2023. This increase also affects the minimum salary requirement for exempt employees to $64,480 annually ($5,373.33 monthly) as of January 1, 2023.
What is the minimum salary for non exempt employees in California 2021? ›The minimum wage in California is currently $15.00/hour for employers with 26 or more employees, and $14.00/hour for employers with 25 or less employees. Some cities and counties have higher minimum wages than the state's rate.
What is salary non exempt in California? ›Salary limits
California sets a minimum salary for jobs to be classified as exempt. Jobs in California that pay less than $58,240 a year are generally classed as nonexempt. This figure, which is valid as of January 1, 2021, is double the state minimum wage of $14 an hour, multiplied by 52 40-hour workweeks.
An exempt employee is not entitled overtime pay by the Fair Labor Standards Act (FLSA). These “salaried” employees receive the same amount of pay per pay period, even if they put in overtime hours. A nonexempt employee is eligible to be paid overtime for work in excess of 40 hours per week, per federal guidelines.
What is the minimum salary for a salaried employee in California? ›California has a higher salary basis for exempt workers than federal law does. As of January 1, 2022, to be considered an exempt employee in the U.S., a worker must be paid a minimum salary of $684 per week, or $35,568 per year.
What is an exempt employee in California 2022? ›For 2022 in California, exempt employees in companies with 25 or fewer employees must earn at least $1,120 a week ($58,240 yearly). And exempt employees in companies with 26 or more employees must earn at least $1,200 a week ($62,400 yearly).
What is minimum salary for exempt employees in California? ›
Code, § 515, subd. (a).) Therefore, on January 1, 2023, to qualify for a white-collar exemption, the employee must receive an annual salary of at least $64,480 annually ($1,240 weekly) for all employers.
What is salaried non-exempt? ›Nonexempt employees may be paid on a salary, hourly or other basis. Employees who do not qualify for an exemption but are paid on a salary basis are considered salaried nonexempt.
What is the lowest salary you can pay? ›The current federal minimum wage is $7.25 per hour. The minimum wage has not changed since July 2009. If a state, city, or county has a higher minimum wage rate than the federal rate, then employers are required to pay the higher amount.
Do salaried employees get paid if they do not work? ›A worker on a salary contract will get paid their full salary even if they do not work their full number of hours in a week. This differs from unsalaried employees, who get paid based on the exact hours they work.
What is the minimum exempt salary in Connecticut? ›Minimum Wage, Overtime, Breaks, & Travel Time
Connecticut's minimum wage increased from $10.10 per hour to $11 on October 1, 2019, with future increases scheduled as follows: September 1, 2020: $12. August 1, 2021: $13. July 1, 2022: $14.
Connecticut requires employers to pay nonexempt salaried employees overtime equal to 1 1/2 times their standard hourly wages after employees work more than 40 hours during a week. Employers do not have to pay employees overtime based on the numbers of hours they work each day.
Do salary employees get overtime CT? ›Being a salaried employee does not prevent you from earning overtime pay. In fact, if you make less than $23,660 annual salary ($455 per week) in Connecticut, you are generally entitled to overtime pay if you work more than 40 hours in a single week.
What are the rules for salaried employees in California? ›Salary Considerations
Exempt employees in California generally must earn a minimum monthly salary of no less than two times the state minimum wage for full time employment. Simply paying an employee a salary does not make them exempt, nor does it change any requirements for compliance with wage and hour laws.
- Minimum Salary. The employee must be paid a salary that is at least twice the state minimum wage for full-time employment. ...
- White Collar Duties. ...
- Independent Judgment.
If you are considered a covered employee by California law and your employer is paying you less than minimum wage, it is illegal. Even if you, as the employee, initially agreed to work for less, it is California law that your employer must pay you at least minimum wage.
How do I calculate my minimum salary requirement? ›
Divide your total annual expenses by the fraction that you take home after taxes. For example, if you found that you need $45,000 a year and your take-home amount after taxes is 75 percent, divide $45,000 by . 75 to get $60,000. This is your estimated minimum salary requirement.
What is $15 an hour annually? ›With 52 weeks in the year, that means you work a total of 2,080 hours per year. Therefore a person making $15 an hour would make about $31,200 per year.
Whats the average salary in California? ›The average salary in California is technically $111,622. However, the median salary can provide a much more accurate picture, as it removes extreme outliers from the numbers. Therefore, the median salary in California is $78,672. Your salary in California largely will depend on where you live and what your job is.
What does it mean to be a non exempt employee? ›What does non-exempt mean? If employees are non-exempt, it means they are entitled to minimum wage and overtime pay when they work more than 40 hours per week.
Are salaried employees exempt from overtime in California? ›A salaried employee must be paid overtime unless they meet the test for exempt status as defined by federal and state laws, or unless they are specifically exempted from overtime by the provisions of the California Labor Code or one of the Industrial Welfare Commission Wage Orders regulating wages, hours and working ...
What is the difference between salary non exempt and hourly? ›Nonexempt employees may be paid on a salary basis for a fixed number of hours or under the fluctuating workweek method. Salaried nonexempt employees must still receive overtime in accordance with federal and state laws. Hourly: An individual who receives an hourly wage for work performed.
What are some examples of non-exempt employees? ›Any job that earns a minimum wage, is eligible for overtime pay and does not meet the requirements of exempt employees is considered non-exempt. Examples of non-exempt employees include interns, servers, retail associates and similar jobs.
What makes an employee 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.
Which of the following is an example of a non-exempt employee? ›Examples of non-exempt employees include contractors, freelancers, interns, servers, retail associates and similar jobs. Even if non-exempt employees earn more than the federal minimum wage, they still take direction from supervisors and do not have administrative or executive positions.
How many hours can a salaried employee work in California? ›Salaried employees cannot have their pay deducted by their employer if they work less than 40 hours per week or the employee may be seen as nonexempt and entitled to overtime compensation when working more than 40 hours a week.
What is 50k a year hourly? ›
$50,000 per year is approximately $24.04 per hour, but it's not as simple as it may seem to convert annual salary to hourly pay. Information is accurate as of Sept. 28, 2022.
How much is 62 400 a year hourly? ›$62,400 yearly is how much per hour? If you make $62,400 per year, your hourly salary would be $32. This result is obtained by multiplying your base salary by the amount of hours, week, and months you work in a year, assuming you work 37.5 hours a week.
Do salaried employees have to take a lunch break in California? ›Meal and Rest Break Laws
Employers must provide nonexempt salaried employees with a half-hour meal break after five hours of work, but they do not have to pay employees for the break. If an employee works for six hours a day or less, they can give up their right to that break.
With few exceptions, to be exempt an employee must (a) be paid at least $23,600 per year ($455 per week), and (b) be paid on a salary basis, and also (c) perform exempt job duties. These requirements are outlined in the FLSA Regulations (promulgated by the U.S. Department of Labor).
What does salary exempt mean? ›Simply put, an exempt employee is someone exempt from receiving overtime pay. It is a category of employees who do not qualify for minimum wage or overtime pay as guaranteed by Fair Labor Standard Act (FLSA). Exempt employees are paid a salary instead of hourly wages and their work is professional in nature.
Do salary employees get overtime in California? ›Salaried employees in California are entitled to overtime wages unless they fall under the exempt status as defined by federal and state laws, or unless they are exempt under the California Labor Code.
What are the benefits of salaried non-exempt? ›- Flexibility in the wage structure. Unlike exempt employees, non-exempt employees can be paid either on an hourly or a salaried basis – offering employers higher flexibility in the type of wage structure. ...
- Incentive to work. ...
- Flexibility in roles and job duties. ...
- Overtime pay.
Exempt employees are not entitled to overtime pay; however, an employer may choose to pay exempt employees extra compensation in addition to their fixed salary without jeopardizing the exempt status. The Fair Labor Standards Act (FLSA) requires most exempt employees to be paid on a salary basis.
What does non-exempt mean on w4? ›Non-exempt employee: The FLSA requires that non-exempt employees in the United States be paid at least the federal minimum wage for all hours worked plus overtime pay at time and one-half times the regular rate of pay for all hours worked over 40 hours during a workweek.
How much do you make a year at 7.25 an hour? ›Keep in mind that there are 52 weeks in a year and 40 hours in the average, full-time workweek. The federal minimum wage is $7.25 per hour (about $15,000 annually).
Will pay rates go up in 2022? ›
U.S. employers expect to pay an average 3.4% raise to their workers in 2022, according to a Willis Towers Watson survey.
Where is the highest minimum wage? ›Luxembourg, Australia, New Zealand, the UK and Germany pay some of the highest national hourly minimum wage rates. However, some argue that a minimum wage doesn't always reflect a 'living wage'.
What are disadvantages of salaried employment? ›Disadvantages of Being Salaried Employee
As an exempt employee, you're expected to work the number of hours needed to complete your assigned tasks. The completion of these tasks may require a 40-hour week or an 80-hour week and that schedule may be a temporary one or an expected standard.
Salaried employees enjoy the security of steady paychecks, and they tend to pull in higher overall income than hourly workers. They typically have greater access to benefits packages, bonuses, and paid vacation time. Some companies keep costs down by disallowing hourly employees from working overtime.
Can I dock a salaried employee's pay? ›The short answer is “yes.” The rule of thumb under the Fair Labor Standards Act (“FLSA”) is that the regulations do not permit an employer to dock pay from a salaried, exempt employee.
What is a non exempt employee in CT? ›2. Non-Exempt Employees in Connecticut. Employees that do not meet the requirements to classify as exempt are classified as non-exempt. This means that they are subject to overtime requirements under state and federal law.
Is it legal to work 7 days a week CT? ›What's Prohibited or Required? An employer can't “compel” or force an employee to work more than six days in a row in any calendar week. And an employer can't fire an employee who refuses to work on the seventh day. BUT, asking an employee to work or the employee's voluntary acceptance of such work is permissible.
Is an employer required to pay a minimum of 4 hours in CT? ›Mercantile trade employers, which includes retail establishments, must pay employees for a minimum of four (4) hours at their regular rate regardless of the number of hours actually worked if the employees are required by or received permission from the employer to show up or report to work.
Is 32 hours full-time in CT? ›Is a 32-hour workload considered part-time? While most employers define full-time work as ranging between 32 and 40 hours a week, the Affordable Care Act specifies that a part-time worker works fewer than 30 hours a week on average. Under the Affordable Care Act, a 32-hour workweek is considered full-time.
How many days in a row can you work without a day off in CT? ›A: In Connecticut, 12—not 13—days is the maximum permissible continuous mandatory period of work, but you're not necessarily breaking the law if you allow an employee to work more than 12 days in a row.
Are 15 minute breaks required by law in CT? ›
15 minute break for 4-6 consecutive hours or a 30 minute break for more than 6 consecutive hours. If an employee works 8 or more consecutive hours, the employer must provide a 30-minute break and an additional 15 minute break for every additional 4 consecutive hours worked.
How many hours is considered full time CT? ›Permanent Employment (Full Time)
The majority of full time positions in DDS direct care settings are established with 35 hour per week schedules. Individuals employed in permanent full time positions are entitled to health insurance, retirement and leave benefits.
a. No person shall be required to work for seven and one-half or more consecutive hours without a period of at least thirty consecutive minutes for a meal. Such period shall be given at some time after the first two hours of work and before the last two hours.
What is the minimum pay for a salaried employee in California? ›California has a higher salary basis for exempt workers than federal law does. As of January 1, 2022, to be considered an exempt employee in the U.S., a worker must be paid a minimum salary of $684 per week, or $35,568 per year.
What are the rules for salaried employees in California? ›Salary Considerations
Exempt employees in California generally must earn a minimum monthly salary of no less than two times the state minimum wage for full time employment. Simply paying an employee a salary does not make them exempt, nor does it change any requirements for compliance with wage and hour laws.
For 2022 in California, exempt employees in companies with 25 or fewer employees must earn at least $1,120 a week ($58,240 yearly). And exempt employees in companies with 26 or more employees must earn at least $1,200 a week ($62,400 yearly).
What is minimum salary for exempt employees in California? ›Code, § 515, subd. (a).) Therefore, on January 1, 2023, to qualify for a white-collar exemption, the employee must receive an annual salary of at least $64,480 annually ($1,240 weekly) for all employers.
Do salaried employees get paid if they do not work? ›A worker on a salary contract will get paid their full salary even if they do not work their full number of hours in a week. This differs from unsalaried employees, who get paid based on the exact hours they work.
How many hours can a salaried employee work in California? ›Salaried employees cannot have their pay deducted by their employer if they work less than 40 hours per week or the employee may be seen as nonexempt and entitled to overtime compensation when working more than 40 hours a week.
How do I know if I am exempt or non exempt in California? ›- Minimum Salary. The employee must be paid a salary that is at least twice the state minimum wage for full-time employment. ...
- White Collar Duties. ...
- Independent Judgment.
Do salaried employees have to take a lunch break in California? ›
Meal and Rest Break Laws
Employers must provide nonexempt salaried employees with a half-hour meal break after five hours of work, but they do not have to pay employees for the break. If an employee works for six hours a day or less, they can give up their right to that break.
A salaried employee must be paid overtime unless they meet the test for exempt status as defined by federal and state laws, or unless they are specifically exempted from overtime by the provisions of the California Labor Code or one of the Industrial Welfare Commission Wage Orders regulating wages, hours and working ...
Can you deduct pay from a salaried employee in California? ›If an employee works any part of a day, he/she must also be paid in full; no salary deduction is allowed. However, deductions can be made from any vacation, PTO or sick leave balance for the hours not worked, as explained in the examples below.
What is salaried non-exempt? ›Nonexempt employees may be paid on a salary, hourly or other basis. Employees who do not qualify for an exemption but are paid on a salary basis are considered salaried nonexempt.
What is non-exempt employee? ›What does non-exempt mean? If employees are non-exempt, it means they are entitled to minimum wage and overtime pay when they work more than 40 hours per week.
What is the difference between exempt and nonexempt employees? ›The primary difference in status between exempt and non-exempt employees is their eligibility for overtime. Under federal law, that status is determined by the Fair Labor Standards Act (FLSA). Exempt employees are not entitled to overtime, while non-exempt employees are.
What is the lowest salary you can pay? ›The current federal minimum wage is $7.25 per hour. The minimum wage has not changed since July 2009. If a state, city, or county has a higher minimum wage rate than the federal rate, then employers are required to pay the higher amount.
How do you determine exempt status? ›With few exceptions, to be exempt an employee must (a) be paid at least $23,600 per year ($455 per week), and (b) be paid on a salary basis, and also (c) perform exempt job duties. These requirements are outlined in the FLSA Regulations (promulgated by the U.S. Department of Labor).
What does salary exempt mean? ›Simply put, an exempt employee is someone exempt from receiving overtime pay. It is a category of employees who do not qualify for minimum wage or overtime pay as guaranteed by Fair Labor Standard Act (FLSA). Exempt employees are paid a salary instead of hourly wages and their work is professional in nature.