Non-exempt employees are hourly workers guaranteed a minimum wage and overtime pay of at least 1.5 times their normal, hourly rate for any hours worked over 40 per week by the FLSA. The Fair Labor ...

If it doesn't meet the criteria and should be non-exempt, your choices are essentially to politely say you want to accept it on the basis of non-exemption (with supporting detail from the FLSA and ...

When you receive a job offer, your new employer should tell you if the position is exempt or non-exempt. Both job classifications have their advantages and drawbacks, so it is important to understand ...

Employers must determine the employment status of all workers. Depending on the job duties and pay of a particular worker, an employer may classify the employee as "exempt" or non-exempt." This ...

Under the federal Fair Labor Standards Act (FLSA), employees are classified as “exempt” or “non-exempt.” Employers covered under the FLSA must pay non-exempt employees at least the minimum wage for ...

The terms exempt and non-exempt refer to provisions of the Fair Labor Standards Act (FLSA). Non-exempt positions are subject to specific minimum wage, timekeeping, and overtime requirements. Exempt ...

Purdue is subject to and manages its compensation program in compliance with the Fair Labor Standards Act (FLSA). To maintain compliance with the FLSA while still meeting the needs of the University, ...

The federal government and many states are cracking down on employers that misclassify employees as exempt (salaried) who should be non-exempt (hourly). Meanwhile, a steady stream of class and ...

For more than 80 years, federal law has provided a general right to premium pay for working overtime hours, originally just for covered employees, then later for employees of covered enterprises. The ...