Also included are registered nurses (but not LPNs accountants (but not bookkeepers engineers (who have engineering degrees or the equivalent and perform work of the sort usually performed by licensed professional engineers actuaries, scientists (but not technicians pharmacists, and other employees who perform work requiring.
A "rule of thumb" is to determine if the employee is "in charge" of a department or subdivision of the enterprise (such as a shift).
Family and Medical Leave Act.This does not require that double down casino dollars cheat.exe the employee be the final decision maker on such matters, but rather that the employee's input is given "particular weight." Usually, it will mean that making personnel recommendations is part of the employee's normal job duties, that the employee makes.These include lawyers, doctors, dentists, teachers, architects, clergy.Improper deductions that are either isolated or inadvertent will not violate the salary basis rule for any employees whose pay had been subject to the improper deductions, provided that the employer reimburses the employees for the improper deductions.Deductions for partial day absences generally violate the salary basis rule, except those occurring in the first or final week of an exempt employee's employment or for unpaid leave under the Family jane's fleet command manual and Medical Leave Act.The administrative exemption is designed for relatively high-level employees whose main job is to "keep the business running." A useful rule of thumb is to distinguish administrative employees from "operational" or "production" employees.Nothing in the flsa prohibits an employer from requiring exempt employees to "punch a clock or work a particular schedule, or "make up" time lost due to absences.If an employer has a clearly communicated policy that prohibits the improper pay deductions that includes a complaint mechanism, reimburses employees for any improper deductions and makes a good faith commitment to comply in the future, the salary basis of pay will not be violated.Some jobs are specifically excluded in the statute itself.In addition, deductions may be made from the pay of an exempt employee of a public agency for absences due to a budget-required furlough, and special rules apply when such employees take partial-day (or hourly) absences not covered by accrued leave.Particular jobs may be completely excluded from coverage under the flsa overtime rules.An employee may qualify as performing executive job duties even if s/he performs a variety of "regular" job duties as well.Whether the duties of a particular job qualify as exempt depends on what they are.S/he performs office or nonmanual work and is not engaged in production or sales.Job titles do not determine exempt status.S/he is, however, still "the boss" even when not actually engaged in "active" bossing duties.