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The Department of Labor (DOL) has a duties test that employers can use to determine which employees are exempt. Non-exempt employees, by comparison, typically earn an hourly wage or salary that ...
"Exempt and Non-Exempt Employees Definition". Archived from the original on March 1, 2012 "Fair Labor Standards Act - FLSA". 29 U.S. Code Chapter 8. Archived from the original on December 8, 2008. "Calculate Pay for Tipped and Non-Tipped Employees per State, Including Tip-Credit". WaitressCalc 2012.
Foreign teachers, scholars, professors, teachers, trainees, researchers, physicians, non-students, and similar workers temporarily present in the U.S. are exempt from Social Security payroll taxes ...
To be exempt as an HCE, an employee must also receive at least the new standard salary amount of $913 per week on a salary or fee basis and pass a minimal duties test. [ 33 ] Although the FLSA ensures minimum wage and overtime pay protections for most employees covered by the Act, some workers, including bona fide EAP employees, are exempt from ...
Some types of labor are exempt: Employers may pay tipped labor a minimum of $2.13 per hour, as long as the hourly wage plus tip income equals at least the minimum wage. Persons under the age of 20 may be paid $4.25 an hour for the first 90 calendar days of employment (sometimes known as a youth, teen, or training wage) unless a higher state ...
Besides the different compensation structures between exempt and nonexempt workers (for example, exempt employees are excluded from minimum wage and are paid a salary rather than minimum wage; whereas, nonexempt employees must be paid at least the federal minimum wage for each hour worked), there are differences in overtime requirements and ...
Tax-exempt status may provide complete relief from taxes, reduced rates, or tax on only a portion of items. Examples include exemption of charitable organizations from property taxes and income taxes , veterans, and certain cross-border or multi-jurisdictional scenarios.
For example, non-exempt workers must receive at least one and one half times their normal hourly wage for every hour worked beyond 40 hours in a work week. For example, workers who clock 48 hours in one week would receive the pay equivalent to 52 hours of work (40 hours + 8 hours at 1.5 times the normal hourly wage).