North Carolina Performance Evaluation for Nonexempt Employees
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FAQ
Can I Be Entitled to Overtime Pay If I am a Salaried Employee in North Carolina? All nonexempt workers who fall under the rules established by the U.S. Fair Labor Standards Act (FLSA) must receive a minimum wage of not less than $7.25 per hour, as of 2017.
As a State entity, the University of North Carolina (UNC) system is subject to the State Human Resources Act. University positions are administered in accordance with the provisions and requirements of that Act and the positions covered by the Act are referred to as SHRA (Subject to the Human Resources Act) positions.
An exempt employee is an employee who does not receive overtime pay or qualify for minimum wage. Exempt employees are paid a salary rather than by the hour, and their work is executive or professional in nature.
EHRA employees are Exempt from the North Carolina Human Resources Act. EHRA positions are classified into one of three categories established by the UNC Board of Governors: Senior Academic and Administrative Officers (SAAO), Tier I and Tier II. Instruction, Research, and Information Technology (IRIT)
One of the general requirements is that the salaried-exempt employee must be paid a guaranteed salary of at least $684 a workweek (no salary test for outside sales), which would also be the promised rate of pay for the employee.
The law categorizes all employees as exempt or non-exempt. Non-exempt employees are entitled to overtime pay, whereas exempt employees are not. There are certain types of employees that are more likely to be non-exempt.
Exempt refers to not being eligible to receive overtime pay or qualify for minimum wage. To be exempt, your job must meet the $684/week minimum requirement and meet the duties tests described above, in addition to being salaried. There is a common misperception that all non-exempt employees are paid on an hourly basis.
To be exempt according to FLSA and NCWAHA, employees must meet all the following criteria: Earn a guaranteed minimum of at least $23,600 per year or $455 per week. Get paid on a salaried basis, rather than hourly. Carry out exempt job duties at the FLSA defines.
To be exempt according to FLSA and NCWAHA, employees must meet all the following criteria: Earn a guaranteed minimum of at least $23,600 per year or $455 per week. Get paid on a salaried basis, rather than hourly. Carry out exempt job duties at the FLSA defines.
