One of the employer's jobs is to correctly decide whether an employee is exempt or non-exempt—a decision which is not based on what the employer or employee prefers. The Fair Labor Standards Act (FLSA) has set rules that determine each classification.
Different rules vary by state, but there are key guidelines to follow to properly classify and pay your employees.
What is an Exempt Employee?
Exempt employees receive a fixed salary, a set amount of pay, given regularly throughout the year. Since these employees are not paid by the hour, their pay is not based on the minimum hourly wage. To be considered "exempt," their salary must be above a certain amount set by each state.
On the other hand, exempt employees do not get overtime pay for working extra hours in a week. Being "exempt" means they are not covered by overtime pay rules.
The Fair Labor Standards Act (FLSA) decides which employees are exempt and which are nonexempt. Some examples of exempt jobs are:
- Office manager
- Lawyer
- Marketing associate
- Graphic designer
- Teacher
- Sales manager
- Software engineer
What is a Nonexempt Employee?
Nonexempt employees are entitled to a minimum hourly wage and overtime pay, which is 1.5 times their hourly rate. They are paid by the hour for the exact amount of time they work in a pay period. Whether an employee is nonexempt and eligible for overtime pay is decided by state and federal rules.
Here are some common examples of nonexempt jobs:
- Carpenter
- Electrician
- Retail worker
- Food server
- Mechanic
- Construction worker
How to Classify Exempt vs. Nonexempt Employees
To decide whether an employee is exempt or nonexempt, you can use three tests based on the Fair Labor Standards Act (FLSA):
Salary Level Test: Earn more than $35,568 per year ($684 per week).
Salary Basis Test: Receive a fixed, guaranteed minimum amount of pay, regardless of the hours worked.
Duties Test: Perform specific job duties that qualify as exempt. These duties can include:
- Exempt Executive Duties: Overseeing at least two other employees.
- Exempt Professional Duties: The employee does work that needs special education and involves using their own thinking and judgment.
- Exempt Administrative Duties: Helps with important business operations and makes decisions using their own judgment and discretion.
Advantage and Disadvantage of Being an Exempt Employee
While the "exempt" employee classification seems perfect for some employers, it's not ideal for everyone. There are both benefits and drawbacks to hiring (and being) an exempt employee.
Advantages:
- Consistent pay: Salaried employees receive a set amount of money for each pay period, regardless of how many hours they work. This makes their income more reliable compared to hourly workers, whose pay can vary each time they get paid.
- Flexible schedule: Salaried employees have more freedom with their work hours. They can sometimes work from home or modify their schedules to accommodate personal or family obligations.
- Opportunities for growth: Salaried employees typically hold higher-level positions that come with added responsibilities. Because of this, they get more chances for career advancement and skill development.
Disadvantages:
- Longer work hours: Exempt employees do not get paid for overtime. They have to work longer hours or be available outside regular work hours without extra pay.
- No overtime pay: Exempt employees don't get paid extra for working overtime. When things get busy, they may not earn more money than hourly workers do.
- Increased pressure and responsibility: Exempt employees usually have higher positions like managers. This means they have more pressure and responsibilities at work, which can be stressful.
Pros and Cons of Being a Nonexempt Employee
While hiring nonexempt employees can be a good fit for some workplaces, it comes with its own set of challenges as well.
Pros:
- Overtime pay: The biggest advantage is getting paid for overtime. When nonexempt employees work more than 40 hours a week, they earn extra money, which can significantly boost their income.
- Variable work schedule: Nonexempt employees often work hourly, which means they have more flexibility with their schedules. They can adjust or add shifts to make a schedule that fits them better.
- Accurate pay: Employees are paid for the exact hours worked, so pay accurately reflects the time they put in.
Cons:
- Limited flexibility: Nonexempt employees usually have fixed shifts, which can make it difficult for them to take time off or change their work hours.
- Lower pay: Nonexempt employees may earn less per hour compared to salaried, exempt employees.
Consequences of Exempt vs. Nonexempt Misclassification
Misclassifying an employee can result in fines and penalties, such as having to pay back wages. Follow these tips to prevent expensive errors:
- Know FLSA rules: Learn the rules from the Fair Labor Standards Act (FLSA) to know whether an employee is exempt or nonexempt.
- Check state laws: Look up your state's specific rules about employee classifications, as they may be different from federal laws.
- Update job descriptions: Regularly review and update job descriptions to ensure employees are classified correctly based on their tasks and responsibilities.
- Use a clear process: Create a clear process for classifying employees to make sure you follow all necessary steps and comply with FLSA guidelines.
Properly classifying employees according to federal, state, and local laws can be challenging. That’s why business owners must take extra steps to ensure compliance and avoid penalties. Doing the work upfront can help you stay compliant and avoid costly mistakes.
Fair Labor Standards Act Updates
The Fair Labor Standards Act (FLSA) says that most workers in the U.S. must be paid at least the federal minimum wage for all the hours they work. When they work more than 40 hours a week, they must receive overtime pay.
There are exceptions to these rules as well. Some workers, such as executives, administrators, professionals, outside salespeople, certain highly paid employees, and certain computer professionals, may not qualify for minimum wage or overtime pay. Other exemptions for workers in special industries are there as well.
The DOL updated the federal overtime rules on April 23, 2024, and these updates included:
- Starting July 1, 2024, exempt executive, administrative, or professional employees need to earn at least $43,888 per year, with this amount increasing to $58,656 by 2025.
- From July 1, 2024, highly compensated employees must earn at least $132,964 per year, which will go up to $151,164 by 2025.
- Employers can use bonuses and incentive pay to cover up to 10% of the required salary for exempt status.
Managing both exempt and non-exempt employees can be complicated. Compensation software makes it easier by keeping track of employee information and making sure payments are correct. It helps companies follow laws, avoid penalties, and keep employees happy. More than that, payroll software provides useful data that helps in making smart decisions and growing the business.
