This AHI form provides a checklist that is used to determine if an employee is eligible for FLSA exemption.
Nebraska FLSA Exempt / Nonexempt Compliance Form
Category:
State:
Multi-State
Control #:
US-AHI-036
Format:
Word;
Rich Text
Instant download
Description
Free preview
How to fill out FLSA Exempt / Nonexempt Compliance Form?
You might spend hours online looking for the appropriate legal document template that meets the state and federal requirements you need.
US Legal Forms offers a multitude of legal forms that can be reviewed by experts.
You can easily download or print the Nebraska FLSA Exempt / Nonexempt Compliance Form from the service.
If available, use the Review button to look through the document template as well.
- If you currently have a US Legal Forms account, you can sign in and then click the Download button.
- After that, you can complete, edit, print, or sign the Nebraska FLSA Exempt / Nonexempt Compliance Form.
- Every legal document template you acquire is yours permanently.
- To obtain another copy of any purchased form, visit the My documents tab and click the corresponding button.
- If you are using the US Legal Forms website for the first time, follow the simple instructions below.
- First, ensure that you have selected the correct document template for your preferred region/city.
- Review the form description to confirm that you have chosen the right document.
Form popularity
FAQ
Transitioning an employee from non-exempt to exempt status involves meeting specific criteria outlined in the Nebraska FLSA Exempt / Nonexempt Compliance Form. Employers typically assess the employee's job responsibilities, salary level, and other factors relevant to their role. Clear documentation, communication with the employee, and adherence to the standards set by the Fair Labor Standards Act are all crucial steps. This process not only protects your organization but also provides clarity for your employees.
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.)
Employees working over 6 hours a day have the right to at least a 20-minute break. While this is the legal minimum requirement, you're allowed to offer longer or more frequent rest periods. It can be worthwhile including your staff's rights to breaks within your employment contract to avoid confusion.
Although many employers provide such breaks as a matter of company policy, there are no state or federal laws requiring any employer to allow any rest/coffee break.
Employees engaged in executive, administrative, or professional capacities (and paid at least $455 per week on a salary basis) are exempt from the overtime requirement.
Executive, administrative, professional and outside sales employees: (as defined in Department of Labor regulations) and who are paid on a salary basis are exempt from both the minimum wage and overtime provisions of the FLSA.
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.
If you're aged 18 or over and work for more than 6 hours a day, you're entitled to: an uninterrupted rest break of at least 20 minutes, taken during the day rather than at the beginning or end (eg tea or lunch break) 11 hours rest in a row between each working day.
Employers in assembly plants, mechanical establishments and workshops are required to allow a 30 minute lunch period in each shift of at least 8 hours. For all other businesses, such lunch periods are not required and are given solely at the discretion of the employer regardless of the length of the work shift.
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).
