Some, and I do emphasize some, of the criteria to classify an employee as Exempt:
· Must be paid at least $455 per week
· Primary duty must be to perform work requiring advanced knowledge, also defined as work that is “ predominantly intellectual in character and which includes work requiring the consistent exercise of discretion and judgment
· The advanced knowledge must be in a field of science or learning, AND it must be “customarily acquired by a prolonged course of specialized intellectual instruction” typically at the college level.
Again, the criteria above are just a starting point and it is always better to err on the side that benefits the employee, i.e. classifying them as non-exempt where they would be eligible for overtime. Do you want to ensure your employees are properly classified to meet FLSA exempt and non-exempt status, contact HR Solutions, LLC for an audit of your jobs?
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