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Visitor Experience CoordinatorDepartment: 1130 FLEA Status: Nonexempt Amount of Travel Required: Minimal Schedule: Seasonal Job Status: Full Misreports To: Director of Education Job Type: Regular
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01
Determine if the employee is exempt or nonexempt based on the Fair Labor Standards Act (FLSA) criteria.
02
For exempt employees, identify if they meet the salary basis test and the duties test for their specific exemption category.
03
For nonexempt employees, track and record their hours worked accurately to ensure they receive appropriate overtime pay.
04
Keep updated records of exempt vs nonexempt status for each employee to remain compliant with labor laws.

Who needs exempt vs nonexempt navigating?

01
Employers who want to ensure they are following FLSA guidelines and avoiding potential legal issues related to employee classification.
02
Human resources professionals who are responsible for payroll, benefits, and compliance with labor laws within their organization.
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Exempt vs nonexempt navigating refers to determining which employees are exempt from overtime pay regulations under the Fair Labor Standards Act.
Employers are required to classify their employees as exempt or nonexempt for the purpose of determining overtime pay eligibility.
Employers need to review job duties, salary levels, and other factors outlined in the Fair Labor Standards Act to determine if an employee is exempt or nonexempt.
The purpose is to ensure that employees are properly compensated for overtime work and to comply with labor laws.
Employers must report each employee's classification (exempt or nonexempt), job title, salary level, and work duties.
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