This AHI form provides a checklist that is used to determine if an employee is eligible for FLSA exemption.
Iowa FLSA Exempt / Nonexempt Compliance Form
Category:
State:
Multi-State
Control #:
US-AHI-036
Format:
Word
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How to fill out FLSA Exempt / Nonexempt Compliance Form?
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FAQ
A. Iowa has no laws mandating breaks for adults. An employer does not have to pay you for a break during which you are completely relieved of your job duties. Your employer can require you to stay on the business premises during your break.
The Iowa Minimum Wage Law is similar to the FLSA's minimum wage provisions, but it applies to some additional employers. The Iowa minimum wage is currently the same as the federal minimum wage, but the amounts are adjusted separately and may not always be the same. Employers in Iowa must pay whichever rate is higher.
Salary level test. Employees who are paid less than $23,600 per year ($455 per week) are nonexempt. (Employees who earn more than $100,000 per year are almost certainly exempt.)
Exempt Salaried Employees To be exempt, an employee must be classified as an executive, administrator, professional, salesperson or computer employee. Exempt employees must exercise some independent judgment or decision making in their work and must be paid a minimum salary of $455 a week.
Iowa is similar to several other states in that it does not have specific state overtime laws but instead follows the overtime provisions of the federal Fair Labor Standards Act (FLSA). In other words, employees in Iowa are owed 1.5 times their regular pay rate for all time worked over 40 hours in a week.
Iowa's state code declares, "No person shall be deprived of the right to work at a chosen occupation because of membership, affiliation, withdrawal/expulsion, or refusal to join any labor union."
Iowa has no state law covering overtime, so the FLSA applies in most cases. Under the FLSA, a nonexempt employee must be paid time and a half (1.5 times their regular rate) for every hour worked in excess of 40 hours in a work week.
Many instructors on the college level allow their students to exempt (which means 'not take') the final exam if they have an A average going into the final exam. Many students have trouble finding the information they need on their final assignments in order to be exempted from the final exam.
The FLSA exemption test refers to the status of a job as outlined in the Fair Labor Standards Act. The FLSA determines whether a job is exempt or nonexempt as it relates to overtime obligations.
With few exceptions, to be exempt an employee must (a) be paid at least $23,600 per year ($455 per week), and (b) be paid on a salary basis, and also (c) perform exempt job duties. These requirements are outlined in the FLSA Regulations (promulgated by the U.S. Department of Labor).