Philadelphia Pennsylvania FLSA Exempt / Nonexempt Compliance Form

Name: Philadelphia Pennsylvania FLSA Exempt / Nonexempt Compliance Form
Brand: US Legal Forms
Rating: 4.59 (494 reviews)

Category:

Employment - Compensation - Time Records

State:

Multi-State

County:

Philadelphia

Control #:

US-AHI-036

Format:

Instant download

Description

This AHI form provides a checklist that is used to determine if an employee is eligible for FLSA exemption.

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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).

Exempt: Employees primarily performing work that is not subject to overtime provisions of the Fair Labor Standards Act. Overtime pay is not required by FLSA for exempt employees; however, the University chooses to pay overtime to exempt Non-V Class employees.

Executive, administrative, professional and outside sales employees: (as defined in Department of Labor regulations) and who are paid on a salary basis are exempt from both the minimum wage and overtime provisions of the FLSA.

Anyone not paid at least $780 per week will not qualify for the white-collar exemptions and will therefore be treated as a non-exempt employee, who must have their hours tracked and be paid overtime at the rate of one-and-one-half-times their hourly rate for all hours worked over 40 in a workweek.

The Pennsylvania Minimum Wage Act provides an exemption from both minimum wage and overtime pay for employees employed in a bona fide executive, administrative, or professional capacity. To qualify for the exemption, employees must meet specific tests regarding their salary and their job duties.

The FLSA exempts from minimum wage and overtime pay requirements certain employees who are employed in agriculture or in certain related activities or in certain operations with respect to agricultural or horticultural commodities.

Which of the following is true of an employee who is exempt from FLSA requirements? He or she must be salaried. Which of the following correctly describes a PPO (preferred provider organization) plan? The employee must go to a doctor on the preferred provider list.

Exempt: An individual who is exempt from the overtime provisions of the Fair Labor Standards Act (FLSA) because he or she is classified as an executive, professional, administrative or outside sales employee, and meets the specific criteria for the exemption. Certain computer professionals may also be exempt.

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This can make a significant difference in the amount of overtime pay a salaried non-exempt employee is owed. Employees whose salaries fluctuate depending on the number of hours that they work in a week are generally considered to be non-exempt workers.The Fair Labor Standards Act (FLSA) is best known as the law determining the exempt or nonexempt status of jobs and overtime requirements. Most employees must meet all three "tests" to be exempt. Nonexempt employees, child labor restrictions, and much more. As 2016 draws to a close, we want to be sure that you are up to date on the many regulatory and legislative changes that have happened in the US this year. FLSA STATUS: Non-Exempt, Part Time (hourly) 12 Month Position.

Philadelphia Pennsylvania FLSA Exempt / Nonexempt Compliance Form

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What makes an employee exempt from FLSA?

What does it mean to be exempt under FLSA?

Who is excluded from FLSA?

What is a non exempt employee in Pennsylvania?

What makes an employee exempt in Pennsylvania?

In which circumstance may a position be classified as exempt under the FLSA?

Which of the following is true of an employee who is exempt from FLSA requirements?

Who is exempt from the Fair Labor Standards Act FLSA?

What does FLSA exempt status mean?

Interesting Questions

What is the purpose of the Philadelphia FLSA Exempt / Nonexempt Compliance Form782335?

Who needs to fill out the Form782335?

What does it mean to be exempt or nonexempt under FLSA?

How does the Form782335 help determine exemption status?

What are the consequences of misclassifying employees on the Form782335?

Can an employee's exemption status change over time?

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