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Exempt Employees—Questions & Answers—Federal

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An employee performs exempt duties, works 20-30 hours per week, meets the minimum salary requirements for exemption (even at 20 hours per week), and is paid on an hourly basis. Would the employee be exempt?

If an employee is hired as an exempt employee but, during their first 90 days, they are in training and do not perform exempt duties, is their exempt status still in place or will they be considered non-exempt until they assume full exempt duties?

What are the regulations regarding classifying computer specialists as exempt employees under the Fair Labor Standards Act (FLSA)?

I have several exempt, technical employees who will be working 14 to 16 hour days on a short term project. Can I pay them straight time for all hours worked without putting their exempt status in question?

Can an exempt salaried position (General Foreman who meets the wage and duty criteria for being exempt) be paid on an hourly basis? Total annual compensation from wages and bonuses would exceed 100K generally.

Can we require exempt employees to clock in and out for lunch periods and at the start and end of the workday?

Are exempt employees such as Production Supervisors ineligible for shift differentials because they aren't paid by the hour?

Isn't it true that all salaried employees are considered

I have an Administrative Assistant. Must she be classified as a non-exempt employee?

Can an employer who was closed due to the blackout require exempt employees to use a vacation day to get paid for the day?

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View Federal Questions & Answers for these related topics:

• Administrative Exemption
• Compensation Administration
• Executive Exemption
• Fair Labor Standards Act (FLSA)
• Overtime
• Salaried Employee
• Sales Personnel Exemption

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