Hourly Employee Exempt From Overtime
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FAQ
Exempt employee overtime Employees may be considered exempt if they are paid a salary, earn at least $684 per week or $35,568 annually, and perform the job duties of one of the exempt professions (administrative, executive, etc.).
Exempt staff are paid semi-monthly and are exempt from the overtime provisions of the state and federal wage and hour laws. Under special circumstances, supervisors and managers have the discretion to grant time off with pay (?flex time?) to exempt staff that have worked substantial extra hours in any given work week.
If you work a regular, 40-hour work week without an employment contract, you are probably non-exempt. No matter what your job title is, if you earn less than $913/week (gross), you are non-exempt. If you are not an executive, or an administrative or professional employee, you are probably non-exempt.
Exempt employees are paid a salaried amount and aren't entitled to overtime pay, and their labor is considered to be higher skilled. Nonexempt employees are paid hourly and are entitled to overtime pay, and their labor is considered manual or less skilled.
Under the FLSA, white-collar exemptions can apply to executive, administrative, professional, outside sales and certain computer-related positions. The worker must be paid on a salary basis, and the worker's primary job duties must satisfy the legal requirements for an exemption under the corresponding job category.