How to classify exempt and nonexempt staff
[DOC File]Human Resource Management, 12e (Dessler)
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B) whether a job is exempt or nonexempt. C) whether a job includes health benefits. D) whether the employer is a private or public firm. E) whether a job requires a college degree. Answer: B. Explanation: The FLSA status section identifies a job as exempt or nonexempt.
[DOCX File]Contractor's Guide to the Construction Wage Rate ...
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Nonexempt f. oremen or supervisors who regularly spend ... class reflect the union scale (union dominance), employees must be classified as union firms in the area would classify employees for that work. The opposite is also true. If union rates are not required for a particular class, the open-shop (non-union) ... is considered a bona fide ...
[DOC File]FAIR LABOR STANDARDS ACT
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Employers who mistakenly classify nonexempt employees as exempt can be required to pay fines and back wages due employees. However, an employer can help minimize these risks by establishing procedures governing who is responsible for classifying employees and how classification decisions are made.
[DOC File]History of the FLSA case—AFGE Council 222 v
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Approximately 83% of agency staff was classified as FLSA exempt. In other agencies, the average is 75 to 85% covered by the FLSA – the opposite of HUD’s classification. After waiting two years for HUD to resolve the matter, the Union filed its first FLSA grievance in June 2003.
[DOC File]Southeastern Louisiana University
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Classified Nonexempt Employees. Nonexempt classified hourly employees perform duties of a manual or clerical nature and are paid at an hourly rate of pay. Unclassified Nonexempt Employees. Nonexempt unclassified employees are: Unclassified staff who do not meet the salary test of being paid at least $23,660 per year; or
[DOC File]Home | MTAS
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When a new hire comes on board, you must determine whether to classify him or her as exempt or nonexempt under the FLSA. The key consideration: Exempt workers aren’t eligible for overtime pay. Rather, they’re paid for the job they do, not the hours they keep.
[DOCX File]DEA(L)-X-220502 [/Revisions/Local Updates/LDUs/Tarrant ...
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The chief operating officer or designee shall determine the classification of positions or employees as “exempt” or “nonexempt” for purposes of payment of overtime in compliance with the FLSA. Generally, administrative, faculty, professional, and supervisory personnel are considered “exempt” under the FLSA. Exempt
[DOC File]www.courts.ca.gov
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However, attorney Miyahira did not play any role in the decision as to whether to classify these managers as exempt or non-exempt. In 2001, Costco decided to reclassify the ancillary managers from exempt to salaried, non-exempt employees. Thus, these employees would receive overtime for “work over 8 hours a day or 40 hours a week.”
[DOC File]RCW 9 . 94A CHAPTER
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(6) The staff of the legislature, the sentencing guidelines commission, and the caseload forecast council shall provide support to the committee. (7) Nonlegislative members of the committee shall serve without compensation, but shall be reimbursed for travel expenses as provided in RCW 43.03.050 and 43.03.060.
[DOC File]Table of Contents
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OT pay for nonexempt FLSA employees will always be computed and paid under the FLSA, as provided in 5 CFR Part 551. Under the FLSA provisions, hours in a paid nonworking status (i.e., such as “call back” time) will be deemed to be hours of work.
[DOC File]Classification of an Individual as an Independent ...
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This procedure provides guidelines to properly classify an individual as an Independent Contractor or Employee. The procedures are consistent with Internal Revenue Service (IRS) rules. The IRS has expressed concern that many colleges and universities have failed to properly classify workers.
[DOC File]Institutional Review Board - University of Richmond
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The IRB may classify as “exempt” classroom research projects when they meet the criteria for exemption. ... Faculty and staff researcher records shall be stored for at least three years after the completion of the research in accordance with federal regulations at 45 CFR 46.115(b). ... (exempt or nonexempt) subjects must be 18 years of age ...
[DOC File]wo_6150 - Classification and Pay Administration
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Time Time off from work in lieu of overtime pay for irregular or occasional hours. 1. All GM and exempt GS employees, subject to approval. 1. Cannot be granted in lieu of overtime pay for regularly scheduled overtime. 2. Nonexempt GS employees and wage system employees in specified instances. 2. Must be ordered and approved in writing. 3.
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