{"id":111,"date":"2008-08-24T20:35:40","date_gmt":"2008-08-25T00:35:40","guid":{"rendered":"https:\/\/old.visionpayroll.com\/kb\/?p=111"},"modified":"2008-08-24T20:35:40","modified_gmt":"2008-08-25T00:35:40","slug":"administrative-exemption-under-the-fair-labor-standards-act","status":"publish","type":"post","link":"https:\/\/old.visionpayroll.com\/kb\/2008\/08\/administrative-exemption-under-the-fair-labor-standards-act\/","title":{"rendered":"Administrative Exemption 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 administrative exemption<\/a> allows employees who qualify as \u201cadministrative employees\u201d to be exempted from both minimum wage and overtime requirements. Only employees \u201cemployed in a bona fide administrative capacity\u201d qualify for the exemption. Any employee who meets all the following tests shall be considered an \u201cadministrative employee\u201d for this purpose: 1) The employee must receive a salary of at least $455 per week, not including board, lodging, or other facilities. 2) The employee\u2019s primary duty must be <\/span>\u201c<\/span>the performance of office or non-manual work directly related to the management or general business operations of the employer or the employer’s customers<\/span>.\u201d<\/span> 3) The employee must <\/span>\u201cexercise\u2026discretion and independent judgment\u201d in significant matters. Future posts will provide further clarification of certain terms in the administrative exemption as well as provide other tests that may qualify an employee as an administrative employee. 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 administrative 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 administrative 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":[195,184,82,47,76,156,45,186],"_links":{"self":[{"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/posts\/111"}],"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=111"}],"version-history":[{"count":0,"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/posts\/111\/revisions"}],"wp:attachment":[{"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/media?parent=111"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/categories?post=111"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/tags?post=111"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}