{"id":322128,"date":"2024-08-09T10:26:33","date_gmt":"2024-08-09T14:26:33","guid":{"rendered":"https:\/\/lgcassociates.com\/?p=322128"},"modified":"2024-08-12T14:33:20","modified_gmt":"2024-08-12T18:33:20","slug":"department-of-labor-exempt-non-exempt-worker","status":"publish","type":"post","link":"https:\/\/lgcassociates.com\/es\/department-of-labor-exempt-non-exempt-worker\/","title":{"rendered":"What’s the Difference Between Exempt and Non-Exempt Salaried Workers?"},"content":{"rendered":"

Are you struggling to meet the new salary requirements outlined in the Department of Labor\u2019s recent rule change? It\u2019s been a month since the first increase took effect, and with another one on the horizon in January, it\u2019s understandable if this transition has been challenging for both you and your employees. But don’t worry\u2014we\u2019re here to help.<\/span><\/p>\n

As your staffing partners, our goal is to simplify complex legislation, ensuring you are well-informed about the rights and protections that impact your business. In May, we provided a comprehensive <\/span>outline of the new rule<\/span><\/a>, but we didn\u2019t delve into what it means to be a “white collar” employee with exempt status.<\/span><\/p>\n

Today, we\u2019re breaking down the distinction between exempt and non-exempt workers in light of the final rule. Plus, we\u2019ll share our recommendations for making this transition smoother for your business.<\/span><\/p>\n

Exempt vs. Non-Exempt Workers<\/b><\/h3>\n

In April, the Department of Labor issued a <\/span>final ruling<\/span><\/a> on salary thresholds for workers who aren\u2019t paid overtime. This rule primarily affects exempt workers, shifting those who don\u2019t meet the new salary thresholds to non-exempt status. But what exactly does that mean?<\/span><\/p>\n

Exempt Salaried Workers<\/i><\/strong><\/h4>\n

Certain employees are exempt from the overtime pay rules outlined in the <\/span>Fair Labor Standards Act (FLSA).<\/span><\/a> These are salaried workers in executive, administrative, and professional roles (EAP) who earn a high enough salary that they aren\u2019t required to receive extra pay for working more than 40 hours a week. The Department of Labor sets a fixed salary threshold that these workers must meet or exceed to be considered exempt. However, salary isn\u2019t the only factor that determines exemption.<\/span><\/p>\n

For example, let\u2019s say you\u2019re an Executive Assistant at a law firm, earning a salary of $52,000 per year. With the current salary threshold ($844\/week or $43,888\/year), you qualify as an exempt employee. But let\u2019s also consider the administrative exemption test. According to the Department of Labor, your work must:<\/span><\/p>\n