Exempt Employees Analysis

Overtime: Federal overtime provisions can be found in the Fair Labor Standards Act (FLSA). Employees who are not exempt from overtime regulations are covered by the Act and employers are required to provide them with overtime pay for hours worked

Based on IRS regulations, there is a difference in the type of employment for employees and

A medical office needs to be compliant with employment laws; this will ensure they do not have lawsuits that could patiently put a company out of business. This also helps the offices run smoothly and free from errors. There are several employment laws a few of them are the American with Disabilities Act (ADA), the Employee Retirement Income Security Act (ERISA) and the Health Insurance Portability and Accountability Act (HIPAA). The American with Disabilities (ADA) is when an employer is to provide reasonable accommodation to an employee with a known mental or physical limitation, or a qualified individual with a

The first acknowledgment of an employer is ensuring compliance with the FLSA is to ensure all employees are classified correctly either under exempt or non-exempt. When a liability by curtailing claims for not accurately compensating employees for any overtime worked. Additionally, an employer should make sure to train their management team to be able to determine exactly what employees are considered exempt and non-exempt (SHRM,

In general, these laws found in chapter 1 of our text are made to enforce and ensure proper wage, safety, and work hours for all individuals, without any form of discrimination, such as the FLSA act of 1938 and the Equal Pay Act of 1963 along with others found in this lesson. They also allow for medical issues or disabilities within the family such as the FMLA of 1993. The four groups can be categorized as income continuity, safety, pay discrimination and work hours. Others may be accommodating families with physical and mental disabilities and other wage laws. If I were to decide between the groups which is most important I would have to say that they would all be equally important

On the Fair Employment Law page, what is the time limit for filing a discrimination complaint in Wisconsin? (bottom of page)

However, the Director of Nursing and Management are exempt, but the higher salaries they paid to management will still probably be much higher than their hourly counterpart. Because of the enormous earning of upper management Companies are justified in not paying them for overtime

There are four categories for exempt: executives, administrators, professionals and outside salespeople. An executive employee is a manager who has authority over subordinates. An administrative employee is a staff employee. A professional is a person who has special knowledge acquired through education, such as a company physician or lawyer. An outside salesperson sells goods or services to customers away from the organization. Most nonexempt employees are blue-collar workers, such as skilled and semi-skilled manufacturing workers, truck drivers and assembly-line workers. The minimum wage and overtime provisions of the law cover nonexempt employees. Human Resources job is to make sure that jobs are classified correctly. The act also covers compressed workweek, comp-time, and flextime. In recent amended to include maternity leave for mothers and there will no longer be both a short and a long test, but each employee category (e.g., executives, administrative employees, professionals, computer employees) will have one standard test outlining salary and duty

How will the new FLSA laws affect you? If you are making $47,476 a year or less, the new FLSA laws require your employer to pay you overtime after you work over forty hours in a week. If you are making over $47,476 a year you will not be paid overtime because your are considered overtime exempt. Being overtime exempt means you make enough money for your employer to legally not pay you overtime.

The Fair Labor Standards Act has been amended many times and is virtually an ever-changing law, however, it does not cover all employees. There are several classes of “exempt” employees, including salaried employees in the executive/managerial, administrative, and professional areas. Outside salespeople are also considered exempt. One of the issues facing companies today is knowing which employees are exempt and which are non-exempt. There are tests to determine if an employee is exempt. In 2004 the tests changed to a standard test, which is whether or not the employee’s salary is $455/week or greater and the duties test, which allows for exempt status if more than 50% of the work performed by an individual is “exempt work.” (Pass and Broadwater) Exempt employees do not receive overtime pay, which can be a substantial cost savings to a company. My previous employer required that an exempt manager close the center each night even though we had non-exempt team leads who acted as managers in most capacities. The reason was to avoid overtime costs.

Section 1197.5 automatically exempted certain gender wage differentials related to payments based on a seniority system, a merit system, quantity or quality of production, or any bona fide factor other than sex. SB 358 amends Section 1197.5 to require that an employer must now affirmatively demonstrate these differentials, and further that each underlying factor relied upon is applied reasonably, together accounting for the entire wage differential.

order to waive their right to a meal break, a form much be filled out in which the

I feel that it is most important to be knowledgeable with payroll compliance legislation, for a payroll practitioner. This is due to a number of factors including the importance of accuracy for calculating the employees net pay and also to avoid any potential financial liability to a company if errors are made.

The new regulation was not implemented on a nationwide basis due to an emergency motion given by the Eastern District of Texas. The salary threshold will remain the same it has been. Employees fall under exempt or no-exempt classifications when it comes to overtime standards. Exempt employees are not subject to the Fair Labor Statistics Acts overtime regulations. Most employees that are exempt employees are “white collar” exemptions. This mostly includes employees who are in administrative, professional or executive positions. For non-exempt employees, comp-time systems are illegal. Overtime does not need to be paid to exempt employees by employers to begin with so comp time arrangements are usually worked out well, as long as the base salary of pay is not interfered with. Public agencies are allowed to have comp-time systems. However, they are under statutory requirements

CHAPTER 7 Transaction No. 11 |FEDERAL DEPOSIT INFORMATION WORKSHEET | | | | |Employer | | |Identification Number 31-0450660 |Name Glo-Brite Paint Company | |Month Tax Year Ends 12 |Amount of Deposit 6443.08 | |Type of Tax (Form) 941