Does simply having 'manager' in a job title automatically satisfy the federal standard for FLSA exemption?
Answer
No, the actual primary job duties must meet the standard
Having a title like 'manager' or 'analyst' does not guarantee exempt status; the determination relies on examining what the employee actually does and whether those duties meet the specific criteria outlined in the duties test.
Related Questions
What primarily dictates whether a salaried employee earns overtime pay under federal law?If a position is classified as nonexempt, for hours worked in excess of forty during a standard workweek, what must the employee receive?How many distinct tests must a salaried position satisfy simultaneously to be legally classified as exempt from overtime requirements?What requirement does the salary basis test impose regarding an exempt employee's predetermined fixed salary?What primary duty must administrative employees exercise, according to the duties test, concerning matters of significance?How is the 'regular rate of pay' determined for calculating overtime for a salaried nonexempt employee in a week where bonuses were paid?If a state labor law offers greater benefits regarding overtime eligibility than the federal FLSA, which regulation must the employer adhere to?Does simply having 'manager' in a job title automatically satisfy the federal standard for FLSA exemption?What is a common psychological barrier that may cause salaried nonexempt employees to underreport their actual hours worked?According to the salary basis test, what is generally prohibited regarding pay adjustments for an exempt employee who completes most of their scheduled week but is slightly tardy?What administrative complexity arises when calculating overtime for a salaried nonexempt employee who receives a fluctuating commission in the same week they worked overtime?