{"id":109,"date":"2008-08-21T10:37:06","date_gmt":"2008-08-21T14:37:06","guid":{"rendered":"https:\/\/old.visionpayroll.com\/kb\/?p=109"},"modified":"2008-08-21T10:37:06","modified_gmt":"2008-08-21T14:37:06","slug":"particular-weight-under-the-fair-labor-standards-act","status":"publish","type":"post","link":"https:\/\/old.visionpayroll.com\/kb\/2008\/08\/particular-weight-under-the-fair-labor-standards-act\/","title":{"rendered":"Particular Weight Under the Fair Labor Standards Act"},"content":{"rendered":"

Under the Fair Labor Standards Act (FLSA), employees must be paid a minimum hourly wage and an overtime premium of one and one-half times the regular rate of pay for hours worked in excess of forty per week. This is the one of a continuing series that discusses FLSA exemptions. The executive exemption allows employees who qualify as \u201cexecutives\u201d to be exempted from both minimum wage and overtime requirements. One of the tests to be met is that an executive must be able to make \u201csuggestions and recommendation [that] are given \u2018particular weight<\/a>.\u2019\u201d Among other factors to be considered are, \u201c<\/span>whether it is part of the employee’s job duties to make such suggestions and recommendations; the frequency with which such suggestions and recommendations are made or requested; and the frequency with which the employee’s suggestions and recommendations are relied upon.<\/span>\u201d The \u201csuggestions and recommendations\u201d should pertain to employees whom the executive manages. Occasional suggestions about co-workers are not sufficient to meet this standard.<\/span> <\/span>The <\/span>\u201csuggestions and recommendations\u201d need not be the ultimate deciding factor or even the most important determinative factor to qualify as being given <\/span>\u201cparticular weight.<\/span>\u201d State laws may provide rules that are more beneficial to the employee and must be followed. Contact Vision Payroll<\/a> if you have questions about the executive exemption.<\/span><\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

Under the Fair Labor Standards Act (FLSA), employees must be paid a minimum hourly wage and an overtime premium of one and one-half times the regular rate of pay for hours worked in excess of forty per week. This is the one of a continuing series that discusses FLSA exemptions. The executive exemption allows employees […]<\/p>\n","protected":false},"author":3,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[4],"tags":[185,184,82,47,76,156,45,193,186],"_links":{"self":[{"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/posts\/109"}],"collection":[{"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/comments?post=109"}],"version-history":[{"count":0,"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/posts\/109\/revisions"}],"wp:attachment":[{"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/media?parent=109"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/categories?post=109"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/tags?post=109"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}