Which of the three FLSA exemption tests must a salaried employee fail to be classified as salaried non-exempt?
Answer
The Duties Test
A position becomes salaried non-exempt when the employee satisfies the Salary Basis and Salary Level tests but their primary duties do not qualify them under recognized exemption categories like Executive or Administrative (failing the Duties Test).
Related Questions
What criterion determines whether an employee is classified as exempt or non-exempt under the FLSA?What is the mandatory overtime compensation rate for a salaried non-exempt employee who works over 40 hours in a workweek?Which of the three FLSA exemption tests must a salaried employee fail to be classified as salaried non-exempt?What protection does the Salary Basis Test provide to a salaried employee?If a salaried non-exempt employee earns a salary equivalent to $25.00/hr (40 hours/$1000) and works 50 hours, how much *additional* compensation must they receive beyond their base salary?What is the primary reason employers choose the salaried non-exempt structure regarding legal liability?What is the key operational difference between a salaried non-exempt employee and a true salaried exempt employee regarding compensation for working 50 hours?What common pitfall occurs when a salaried non-exempt employee consistently works 45 to 50 hours per week but fails to record the overtime?Which classification has the payment method of an exempt worker but the legal overtime status of an hourly non-exempt worker?For a salaried non-exempt employee who performs any work during a week, what is guaranteed regarding their salary payment for that week?If a job's duties do not involve exercising discretion and independent judgment related to management, which classification test is likely not being met?