FLSA Administrative Exemption Checklist
FLSA Administrative Exemption Checklist
General Items
- Train HR personnel on FLSA regulations.
- Update job descriptions to reflect actual duties.
- Consult with legal counsel for compliance issues.
General Eligibility Criteria
- Determine if the employee is salaried.
- Verify that the employee earns at least the minimum salary threshold.
- Ensure the employee's primary duty is office or non-manual work.
- Confirm the employee exercises discretion and independent judgment.
- Check if the employee's work is directly related to management or general business operations.
Specific Duties Assessment
- Evaluate if the employee has authority to make decisions that impact business operations.
- Assess if the employee's duties include managing a department or subdivision.
- Identify if the employee regularly assists a higher-level executive.
- Determine if the employee has the ability to formulate policy.
- Review if the employee's role includes negotiating contracts or agreements.
Documentation and Compliance
- Keep detailed records of the employee's job responsibilities.
- Document the employee's salary and pay structure.
- Review the company's exemption classification policy.
- Ensure compliance with state regulations that may differ from FLSA.
- Conduct regular audits of exempt classifications.
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