This AHI form provides a checklist that is used to determine if an employee is eligible for FLSA exemption.
Kansas FLSA Exempt / Nonexempt Compliance Form
State:
Multi-State
Control #:
US-AHI-036
Format:
Word;
Rich Text
Instant download
Description
Free preview
How to fill out FLSA Exempt / Nonexempt Compliance Form?
Are you currently in an environment where you frequently need documents for business or personal purposes.
There are numerous valid document templates accessible online, but finding reliable ones can be challenging.
US Legal Forms provides thousands of form templates, such as the Kansas FLSA Exempt / Nonexempt Compliance Form, which are designed to meet both state and federal requirements.
Once you find the correct form, click Acquire now.
Select the pricing plan you want, fill in the necessary information to create your account, and pay for your order using PayPal or a credit card.
- If you are already acquainted with the US Legal Forms site and have an account, simply Log In.
- Then, you can download the Kansas FLSA Exempt / Nonexempt Compliance Form template.
- If you do not have an account and wish to start using US Legal Forms, follow these instructions.
- Search for the form you need and ensure it is for the correct location/region.
- Use the Preview button to review the form.
- Check the details to confirm that you have selected the correct form.
- If the form does not meet your requirements, use the Research field to find the form suited to your needs.
Form popularity
FAQ
Transitioning from non-exempt to exempt status typically involves a change in job duties and salary. To qualify as exempt under the Fair Labor Standards Act, an employee must perform specific professional or administrative tasks and earn at least the minimum salary threshold. If you consider this transition, utilizing the Kansas FLSA Exempt / Nonexempt Compliance Form can help ensure you're meeting all necessary requirements.
Nonexempt: An individual who is not exempt from the overtime provisions of the FLSA and is therefore entitled to overtime pay for all hours worked beyond 40 in a workweek (as well as any state overtime provisions). Nonexempt employees may be paid on a salary, hourly or other basis.
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.
On September 24, 2019, the DOL issued a new final rule that raises the minimum salary threshold for exemption from $23,660 per year ($455 per week) to $35,568 per year ($684 per week). No changes to the duties test are made in this ruling. The ruling is effective as of January 1, 2020.
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.
Salary level test. Employees who are paid less than $23,600 per year ($455 per week) are nonexempt. (Employees who earn more than $100,000 per year are almost certainly exempt.)
An employee's FLSA status is whether that employee is classified as exempt or nonexempt according to the Fair Labor Standards Act (FLSA). An employee who is nonexempt is entitled to receive overtime pay after they work a certain number of hours, while exempt employees are not eligible for overtime.
An exempt employee is an employee who does not receive overtime pay or qualify for minimum wage. Exempt employees are paid a salary rather than by the hour, and their work is executive or professional in nature.
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.
An exempt employee must receive the full salary for any week in which the employee performs any work without regard to the number of days or hours worked. If the employee is ready, willing and able to work, deductions may not be made for time when work is not available (i.e., inclement weather).
