This AHI form provides a checklist that is used to determine if an employee is eligible for FLSA exemption.
Oregon FLSA Exempt / Nonexempt Compliance Form
Category:
State:
Multi-State
Control #:
US-AHI-036
Format:
Word
Instant download
Description
Free preview
How to fill out FLSA Exempt / Nonexempt Compliance Form?
You are able to invest time on-line attempting to find the authorized file template which fits the state and federal needs you want. US Legal Forms gives thousands of authorized varieties that happen to be evaluated by professionals. You can easily acquire or print the Oregon FLSA Exempt / Nonexempt Compliance Form from the assistance.
If you currently have a US Legal Forms account, you may log in and click the Down load button. Next, you may complete, edit, print, or sign the Oregon FLSA Exempt / Nonexempt Compliance Form. Every single authorized file template you buy is yours for a long time. To acquire an additional version for any purchased type, visit the My Forms tab and click the related button.
If you work with the US Legal Forms website the very first time, adhere to the straightforward guidelines listed below:
- First, make sure that you have selected the proper file template for that area/metropolis of your choosing. See the type outline to make sure you have selected the appropriate type. If offered, use the Preview button to appear with the file template also.
- In order to locate an additional version of your type, use the Lookup industry to obtain the template that suits you and needs.
- Once you have located the template you need, click on Buy now to proceed.
- Select the prices program you need, key in your references, and register for a free account on US Legal Forms.
- Full the financial transaction. You can use your credit card or PayPal account to fund the authorized type.
- Select the structure of your file and acquire it to your device.
- Make alterations to your file if necessary. You are able to complete, edit and sign and print Oregon FLSA Exempt / Nonexempt Compliance Form.
Down load and print thousands of file layouts using the US Legal Forms site, which offers the largest assortment of authorized varieties. Use specialist and status-particular layouts to tackle your company or person demands.
Form popularity
FAQ
The classifications of exempt or non-exempt determine an employee's status as outlined in the FLSA. While payment type and rate are two critical tests to determining one's exemption status, so too is the type of work that employee performs.
Standards Act (FLSA) However, Section 13(a)(1) of the FLSA provides an exemption from both minimum wage and overtime pay for employees employed as bona fide executive, administrative, professional and outside sales employees.
Exempt: Employees primarily performing work that is not subject to overtime provisions of the Fair Labor Standards Act. Overtime pay is not required by FLSA for exempt employees; however, the University chooses to pay overtime to exempt Non-V Class employees.
Standards Act (FLSA) However, Section 13(a)(1) of the FLSA provides an exemption from both minimum wage and overtime pay for employees employed as bona fide executive, administrative, professional and outside sales employees.
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.
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).
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.
The FLSA includes these job categories as exempt: professional, administrative, executive, outside sales, and computer-related. The details vary by state, but if an employee falls in the above categories, is salaried, and earns a minimum of $684 per week or $35,568 annually, then they are considered exempt.
Almost all Oregon employers are subject to the Fair Labor Standards Act (FLSA), and the minimum salary to qualify for exemption under that law is $684 per week or $35,568 annually (allowing up to 10% of the salary basis threshold to be met with nondiscretionary bonuses/incentives, including commissions, paid at least