Employment attorney Olivia Goodkin explored the administrative exemption to overtime laws in a recent webinar from BLR. During her presentation of “Job Descriptions: How to Tackle Tricky Drafting Hurdles to Maximize Compliance and Effectiveness,” she specified three factors that determine whether an administrative employee is exempt from overtime:
- The employee’s primary duty must be the performance of office or non-manual work directly related to the management or general business operations of the employer or the employer’s customers.
- The employee’s primary duty includes the exercise of discretion and independent judgment with respect to matters of significance.
- The employee must be paid on a salary basis at not less than $455 per week.
Olivia Goodkin, Esq. is a partner in the Los Angeles office of Rutter Hobbs & Davidoff where she specializes in liability avoidance and employment-related litigation. She can be reached via email at email@example.com.