What is a FLSA non-exempt employee?

Nonexempt: An individual who is not exempt from the overtime provisions of the FLSA and is therefore entitled to overtime pay for all hours worked beyond 40 in a workweek (as well as any state overtime provisions). Nonexempt employees may be paid on a salary, hourly or other basis.

Are non-exempt employees covered by FLSA?

Employees whose jobs are governed by the FLSA are either “exempt” or “nonexempt.” Nonexempt employees are entitled to overtime pay. Exempt employees are not. Most employees covered by the FLSA are nonexempt. These requirements are outlined in the FLSA Regulations (promulgated by the U.S. Department of Labor).

What jobs are exempt from FLSA?

The five primary exemptions are executive, administrative, professional, computer, and outside sales employees.

When is an employer exempt from FLSA?

Your employer may have classified you as an exempt employee. According to the Wage and Hours Division of the U.S. Department of Labor, only “bona fide [genuine] executive, administrative, professional, computer, and outside sales employees” who meet certain requirements are exempt from the minimum wage and overtime requirements of the FLSA.

What does it mean to be exempt from FLSA?

Being “exempt from the FLSA” means that an employee is not legally entitled to overtime pay, no matter how many hours he or she works. The federal Fair Labor Standards Act (FLSA) sets the laws for which workers qualify for extra hourly pay once they have worked 40 hours during a workweek.

What is compensable working time by FLSA?

Compensable time under the FLSA laws means all the time for which your employer must pay you. You may be entitled to be paid for time in addition to your scheduled hours. The application of FLSA law in a particular workplace situation can be complicated and the interplay of salary and overtime wage ideas confuse employees.

What does “exempt” and “non-exempt” position mean?

Exempt and non-exempt refer to the position’s qualification for inclusion in the Fair Labor Standards Act (FLSA). The U.S. Department of Labor does not make a determination as to what constitutes full or part time employment, nor does federal labor law.