Nothing on this site should be taken as legal advice for any individual case or situation. Merely clerical work may be administrative, but it is not exempt. Fields of science or learning include law, medicine, theology, accounting, actuarial computation, engineering, architecture, teaching, various types of physical, chemical and biological sciences, pharmacy and other occupations that have a recognized professional status and are distinguishable from the mechanical arts or skilled trades where the knowledge could be of a fairly advanced type, but is not in a field of science or learning. For example, a department with five full-time non-exempt workers may have up to two exempt supervisors if each supervisor directs the work of two of those workers. Employees who make what the business sells are not administrative employees. The supervision can be distributed among two, three or more employees, but each such employee must customarily and regularly direct the work of two or more other full-time employees or the equivalent.
On the other hand, she is not entitled to additional compensation for extra time worked, including overtime. The information on this website is for general information purposes only. In addition, non-exempt employees must be paid time and one-half for hours they work over 40 in a single week. For example, to be considered a salary, the amount paid must be guaranteed. Generally, this requires that the employee be engaged in relatively high-level administrative work for the company. It is meant to cover employees in these kinds of jobs whose work requires invention, imagination, originality or talent; who contribute a unique interpretation or analysis. The difference between exempt and non-exempt employees is important, since it can change the way an employee is paid, the hours they work, and more.
Some jobs are specifically excluded in the statute itself. This implies that the employee has authority to make an independent choice, free from immediate direction or supervision. Determining whether an employee has management as the primary duty of the position requires case-by-case evaluation. Advanced degrees are the most common measure of this, but are not absolutely necessary if an employee has attained a similar level of advanced education through other means and perform essentially the same kind of work as similar employees who do have advanced degrees. To be exempt, the employee must be employed as a computer systems analyst, computer programmer, software engineer or other similarly skilled worker in the computer field whose primary duties consist of: 1 the application of systems analysis techniques and procedures, including consulting with users, to determine hardware, software or system functional specifications; 2 the design, development, documentation, analysis, creation, testing or modification of computer systems or programs, including prototypes, based on and related to user or system design specifications; or 3 the design, documentation, testing, creation or modification of computer programs related to machine operating systems. Identifying most professionally exempt employees is usually pretty straightforward and uncontroversial, but this is not always the case. Determining whether an employee is paid a salary is not as simple a question as it might seem.
Exempt Employees When you pay an employee on an exempt salary basis, the employee receives full pay as long as she works at least some time during a pay period. For non-exempt workers, the employer must state the salary amount and the expected number of hours the employee will normally work. It involves the exercise of a good deal of important judgment and discretion, since it is up to the buyer to select items which will sell in sufficient quantity and at sufficient margins to be profitable. Typically, professional positions are considered exempt if they require advanced knowledge, and require the employee to exercise judgement and discretion in the course of their duties. While some jobs are already defined as exempt, others may not be so clear.
An example of administratively exempt work could be the buyer for a department store. These employees are known as exempt employees. For a worker to be considered exempt under the creative professional exemption, job duties must primarily include work in a creative industry involving originality and invention. Other examples of administratively exempt employees might be planners and true administrative assistants as differentiated from secretaries with fancy titles. These employees generally require some form of specialized education to do their work, or are otherwise a creative professional.
Currently, there are certain qualifications that must be met in order for a worker to be considered exempt. Two half-time employees equal one full-time employee. There are two general types of complete exclusion. Non-Exempt: What Does this Mean? If you are a non-exempt employee who has been wrongfully classified as an exempt employee, you may not be receiving the overtime pay you should be. Professionally exempt work means work which is predominantly intellectual, requires specialized education, and involves the exercise of discretion and judgment.
Many clerical workers do in fact exercise some discretion and judgment in their jobs. The final requirement for the executive exemption is that the employee have genuine input into personnel matters. Professional work is therefore distinguished from work involving routine mental, manual, mechanical or physical work. There is no limit on the number of hours employees 16 years or older may work in any workweek. How Do I Know if I am an Exempt Employee? Please click to accept Send Email.
Another type of exclusion is for jobs which are governed by some other specific federal labor law. Some salaried employees are exempt from the overtime provisions of the Fair Labor Standards Act. Confidential or time-sensitive information should not be sent through this form. Another way to tell is if your paychecks are computed by dividing an annual figure by the number of pay periods in a year. For example, to be considered a salary, the amount paid must be guaranteed. There are three job categories that fall into exempt status, defined by the duties they require rather than the exact title of the position. Questions to ask might include whether the employee has the authority to formulate or interpret company policies; how major the employee's assignments are in relation to the overall business operations of the enterprise buying paper clips versus buying a fleet of delivery vehicles, for example ; whether the employee has the authority to commit the employer in matters which have significant financial impact; whether the employee has the authority to deviate from company policy without prior approval.
Routinely ordering supplies and even selecting which vendor to buy supplies from is not likely to be considered high- enough to qualify the employee for administratively exempt status. Please enter your Name Please enter your Email Please enter your Phone Number Please enter your Employer Name The use of the Internet or this form for communication with the firm or any individual member of the firm does not establish an attorney-client relationship. On April 1, 2019, the U. Another recognized exemption is for various computer employees. An employer does not have to pay additional compensation if the employee happens to work 34 or 35 hours in a week. For more information, please visit:.