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As a payroll professional, you are often called upon to classify employees as exempt or nonexempt. Read on to learn what this means and why it matters. NOTE: This guide is provided for informational purposes and covers Federal laws only. It is not intended to offer specific legal advice from counsel and does not cover state laws, which may vary. If you require legal or other expert assistance, seek the services of a competent professional.
When employees are nonexempt, extended working hours become an issue: Such employees must generally be paid for overtime at time and one half their regular rate of pay for each hour, or fraction thereof, in excess of 40 hours in a workweek. Minimum wage laws apply. On the other hand: Such employees may be docked for missed hours or days, or suspended without pay for variations in the quality or quantity of work performed.
*Depending on the facts and circumstances, information beyond that presented on pages 3, 4, 5, and 6 may affect status determination. Visit www.dol.gov/esa/whd. 6
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For more about FLSA regulations and requirements, visit the Web site of the Department of Labor Wage and Hour Division: www.dol.gov/esa/whd.
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