This AHI form provides a checklist that is used to determine if an employee is eligible for FLSA exemption.
Washington 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
Exempt employee definition: Exempt employees refer to workers in the United States who are not entitled to overtime pay. This simply implies that employers of exempt employees are not bound by law to pay them for any extra hours of work. The federal standard for work hours in the United States is 40 hours per workweek.
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).
Under Washington state wage and hour laws, individuals employed in a bona fide administrative, executive, or professional capacity and who pass the salary level test are exempt from the overtime provisions of the law.
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.
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.
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.
Employees who do not meet the requirements to be classified as exempt from the Minimum Wage Act are considered nonexempt. Nonexempt employees may be paid on a salary, hourly or other basis. Employees who do not qualify for an exemption but are paid on a salary basis are considered salaried nonexempt.
For calendar year 2020, the state rule provides that employees with a minimum salary of at least $675 per week and whose duties meet one or more of the duties tests are considered exempt from eligibility for overtime pay.
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.
All businesses (regardless of size) must pay exempt employees a salary of at least $1,014.30 per week ($52,743.60 per year). Although the salary threshold under federal law is only $684 per week, employers in Washington must pay at the higher state level.