Under the FLSA and its regulations (which, as of January 1, 2025, remain in effect), the minimum salary for employees classified under the executive, professional or administrative exemptions is ...

On January 15, 2025, the Supreme Court of the United States held that employers need only demonstrate that an employee is exempt from the minimum wage and overtime requirements of the Fair Labor ...

Non-exempt employees’ rights are outlined in the Fair Labor Standards Act (FLSA), which was amended starting Jan. 1, 2020. Understanding Non-Exempt Employees ...

To qualify for exemption, employees generally must meet all the following tests: Duties Test - The employee's job duties must primarily involve executive, administrative or professional duties as ...

On April 23, 2024, the Department of Labor (DOL) released a final rule revising the Fair Labor Standards Act’s (FLSA’s) regulations regarding the salary threshold to be exempt from getting paid ...

The recent Mayfield v. U.S. Department of Labor ruling from the 5th U.S. Circuit Court of Appeals reaffirmed that both the salary and duties tests are required when classifying employees as exempt ...

Navigating the complexities of the Fair Labor Standards Act is critical for employers, especially when it comes to determining which employees qualify as exempt from overtime. While many are familiar ...

The Fair Labor Standards Act identifies exempt and non-exempt employees. ... exempt employees generally meet three tests: ... professional services and certain administrative jobs.

One recent example came in 2018, when Congress amended the FLSA to exempt professional baseball players who earn a weekly salary equal to the federal minimum wage for a 40-hour workweek.

Dixon replied that the FLSA merely exempts workers who perform in an executive, administrative, or professional capacity, and leaves the details to the Labor Department.