This AHI form provides a checklist that is used to determine if an employee is eligible for FLSA exemption.
District of Columbia FLSA Exempt / Nonexempt Compliance Form
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State:
Multi-State
Control #:
US-AHI-036
Format:
Word
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How to fill out FLSA Exempt / Nonexempt Compliance Form?
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FAQ
2022 Washington Minimum Wage and Salary Thresholds for Overtime Exempt Workers. In Seattle, the 2022 minimum wage will be $17.27 per hour.
Beginning July 1, 2022, the minimum wage in the District of Columbia will increase from $15.20 per hour to $16.10 per hour for all workers, regardless of the size of the employer.
The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, recordkeeping, and youth employment standards affecting employees in the private sector and in Federal, State, and local governments.
To be considered "exempt," these employees must generally satisfy three tests: Salary-level test. Effective January 1, 2020, employers must pay employees a salary of at least $684 per week. The FLSA's minimum salary requirement is set to remain the same in 2022.
What does non-exempt mean? If employees are non-exempt, it means they are entitled to minimum wage and overtime pay when they work more than 40 hours per week.
How to Make Sure You Stay Compliant with FLSA RequirementsAudit Jobs to Understand which are Exempt and Non-Exempt.Check the Minimum Wage Requirement in Your State.Pay for All Time Worked Even if it Is Unauthorized Overtime.Keep Detailed Documentation of All Non-Exempt Employees.
Effect of the New Regulations on Your Nonprofit Beginning January 1, 2020, the threshold for the salary level test will increase to $684 per week, or $35,568 per year.
The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, recordkeeping, and child labor standards affecting full-time and part-time workers in the private sector and in Federal, State, and local governments.
Some types of jobs, including outside sales staff and airline employees, are considered exempt by the FLSA, but for most professions, there are three tests that determine whether an individual is exempt, which include: The employee is paid a minimum of $455 per week ($23,600 per year)
With few exceptions, to be exempt an employee must (a) be paid at least $23,600 per year ($455 per week), and (b) be paid on a salary basis, and also (c) perform exempt job duties. These requirements are outlined in the FLSA Regulations (promulgated by the U.S. Department of Labor).