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
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 can invest time online searching for the appropriate legal document template that meets your state and federal requirements. US Legal Forms offers thousands of legal documents that are reviewed by experts.
You can easily download or print the Oregon FLSA Exempt / Nonexempt Compliance Form from the service.
If you have an account with US Legal Forms, you may Log In and click the Download button. After that, you can complete, edit, print, or sign the Oregon FLSA Exempt / Nonexempt Compliance Form. Every legal document template you purchase is yours indefinitely.
Complete the transaction. You can use your credit card or PayPal account to pay for the legal document. Choose the format of your document and download it to your device.
Make changes to your document if needed. You can complete, edit, sign, and print the Oregon FLSA Exempt / Nonexempt Compliance Form.
Download and print thousands of document layouts using the US Legal Forms website, which provides the largest collection of legal documents. Utilize professional and state-specific templates to meet your business or personal needs.
- To obtain another version of any purchased document, go to 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 chosen the correct document template for your area/city of preference. Check the document outline to confirm you have selected the right form.
- If available, utilize the Preview button to view the document template as well.
- To find an additional version of your document, use the Lookup field to locate the template that meets your needs.
- Once you have found the template you need, click on Buy now to continue.
- Select the pricing plan you want, enter your information, and sign up for a free account on US Legal Forms.
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
