Thanks for the rating Arah!.
Sorry, take so long t get back ...
I just got back from teaching a Continuing Education class down in Atlanta (I live in a northern suburb).
Exempt, DOES relate directly, to the requirement to pay overtime.
The Fair Labor Standards Act (FLSA) requires all sorts of things from employers, (enforced by the U.S. Department of Labor), sets the minimum wage, hour standards, and overtime requirements of most private and public employers.
29 U.S.C.A. § 201, 29 USCA § 201
If an employee is classified as exempt (vs. non-exempt) their employer is not required to pay them overtime pay.
Administrative, executive, and professional employees, outside salespeople and certain computer employees may be classified as exempt if they meet the following criteria:
- Employees are paid on a salary rather than an an hourly basis.
- Employees earn at least $455 per week.
- Employees are paid full salary for any week they work, regardless of how much time they work.
In addition, to qualifying for exemption from overtime, employees generally must also meet certain tests regarding their job duties and responsibilities.
In general,NON-EXEMPT employees earning less than $455 per week, which is $23,660 per year, are guaranteed overtime pay by the Fair Labor standards Act.
So, it sounds like you are in the category that the Department of Labor would call Non-Exempt, Overtime - Eligible, which means, among other things, that overtime may be worked only with prior approval of the supervisor/ manager.
Here's an excellent article on this:
And here's the DOL page on FSLA conpliance:
Hope this helps
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