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LEWISCLARK EARLY CHILDHOOD PROGRAM JOB DESCRIPTION TITLE:CUSTODIANEXEMPT/NONEXEMPT: NONEXEMPT REPORTS TO: GENERAL OPERATIONS COORDINATOR (Valley) EDUCATION/FAMILY SERVICES SUPERVISOR (Outlying Areas)
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01
To fill out a non-exempt status, you need to follow these steps:
02
Determine the employee's job duties and responsibilities.
03
Review the Fair Labor Standards Act (FLSA) guidelines to understand the criteria for exemption.
04
Complete the employee's classification form, indicating the non-exempt status.
05
Update the payroll system to reflect the non-exempt status.
06
Communicate the status change to the employee and explain any changes in their rights and responsibilities related to overtime or breaks.
07
Keep record of the classification form and any future updates to the employee's exempt/non-exempt status.

Who needs exemptnon-exempt non-exempt?

01
Employers and organizations need to determine whether an employee is exempt or non-exempt.
02
Human Resources departments and managers responsible for employee classification must know who needs to be classified as non-exempt.
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Exempt non-exempt status refers to the classification of an employee as exempt or non-exempt from overtime pay regulations under the Fair Labor Standards Act (FLSA).
Employers are required to classify their employees as exempt or non-exempt based on their job duties and salary level.
To determine if an employee is exempt or non-exempt, employers need to assess their job duties and salary to ensure compliance with FLSA regulations.
The purpose of exemptnon-exempt classification is to ensure employees are paid fairly for their work and to protect their right to overtime pay when applicable.
Employers must report the exempt or non-exempt status of each employee, along with their job duties and salary information.
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