People Processes

[youtube https://www.youtube.com/watch?v=SMr29G6SAUw]    In Part 1 of our series on understanding FLSA exemptions, we went over what an exempt employee is, what you can and cannot do to their pay, and why you may want to have an exempt employee. In Part 2, we are deep-diving into the administrative exemption. To qualify for the administrative employee exemption, all of the following tests must be met: The employee must be compensated on a salary or fee basis (as defined in the regulations) at a rate not less than $634 per week (as of 2020). The employee’s primary duty must be the performance of office or nonmanual work directly related to the management or general business operations of the employer or the employer’s customers, and The employee’s primary duty includes the exercise of discretion and independent judgment with respect to matters of significance.  For those who operate educational establishments, the administrative exemption is also available to employees compensated on a salary or