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This document provides an opinion regarding the compensability of time spent on web-based prerequisite classes for employees prior to voluntary training.
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How to fill out flsa2009-13
How to fill out FLSA2009-13
01
Gather all relevant employee information including job titles, salaries, and work schedules.
02
Review the job duties to determine if the position qualifies for FLSA exempt status.
03
Complete Form FLSA2009-13 with accurate information based on your review.
04
Ensure that the form is signed by an authorized representative of the organization.
05
Submit the form as directed, keeping a copy for your records.
Who needs FLSA2009-13?
01
Employers seeking to determine and confirm the FLSA exemption status of their employees.
02
Human Resources professionals involved in payroll and classification of employees.
03
Businesses wanting to ensure compliance with federal wage and hour laws.
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People Also Ask about
What is Section 13 of the Fair Labor Standards Act?
One particular exemption, FLSA section 13(a)(1), exempts from both minimum wage and overtime pay protections bona fide executive, administrative, professional and outside sales employees. FLSA sections 13(a)(1) and 13(a)(17) also exempt certain employees in computer-related occupations.
How do I know if I'm exempt or nonexempt?
Exempt employees usually hold administrative, professional, or executive positions. They're “exempt” from the Fair Labor Standards Act's (FLSA) overtime regulations and, therefore, not entitled to overtime pay. Nonexempt employees are typically paid hourly and perform more manual or technical duties.
What is the FLSA exemption 13?
(e) Section 13(a)(3) of the Act provides a minimum wage and overtime pay exemption for any employee employed by an amusement or recreational establishment if (1) it does not operate for more than 7 months in any calendar year or (2) during the preceding calendar year, its average receipts for any 6 months of such year
What is Section 13a of the FLSA?
One particular exemption, FLSA section 13(a)(1), exempts from both minimum wage and overtime pay protections bona fide executive, administrative, professional and outside sales employees. FLSA sections 13(a)(1) and 13(a)(17) also exempt certain employees in computer-related occupations.
What is the FLSA 13 A )( 3 exemption?
(e) Section 13(a)(3) of the Act provides a minimum wage and overtime pay exemption for any employee employed by an amusement or recreational establishment if (1) it does not operate for more than 7 months in any calendar year or (2) during the preceding calendar year, its average receipts for any 6 months of such year
What is the Section 13 B )( 1 exemption?
Section 13(b)(1) of the FLSA provides an overtime exemption for employees who are within the authority of the Secretary of Transportation to establish qualifications and maximum hours of service pursuant to Section 204 of the Motor Carrier Act of 1935, except those employees covered by the small vehicle exception
Which employers are exempt from FLSA?
Four major exemption categories have been established and defined by the Act. They are "executive," "administrative," "professional" and “outside sales.” To be determined exempt under one of these categories, the employee's position must meet certain criteria relating to their job responsibilities.
What does FLSA stand for?
The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, recordkeeping, and child labor standards affecting full-time and part-time workers in the private sector and in Federal, State, and local governments.
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What is FLSA2009-13?
FLSA2009-13 is a field assistance bulletin issued by the U.S. Department of Labor providing guidance on the Fair Labor Standards Act (FLSA) related to various wage and hour issues.
Who is required to file FLSA2009-13?
Entities, including employers and organizations that wish to seek guidance or clarification regarding wage and hour compliance under the FLSA, may be required to refer to FLSA2009-13.
How to fill out FLSA2009-13?
To fill out FLSA2009-13, one must carefully read the instructions provided in the bulletin and supply the necessary information regarding wage policies, employee classifications, and hours worked according to the guidelines.
What is the purpose of FLSA2009-13?
The purpose of FLSA2009-13 is to clarify and provide guidance on compliance with the FLSA, particularly concerning wage determinations and proper classifications of employees.
What information must be reported on FLSA2009-13?
Information that must be reported on FLSA2009-13 includes employee classifications, wage rates, hours worked, and any other relevant details that support compliance with the FLSA.
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