What is one of the criteria for being classified as exempt under FLSA?

The classification of employees as exempt under the Fair Labor Standards Act (FLSA) is based on specific criteria. One of the key criteria is that an employee must earn at least $455 per week and hold a specific role that qualifies under the exempt categories, such as executive, administrative, or professional positions. This salary threshold is designed to ensure that only employees with certain responsibilities and higher pay are designated as exempt from overtime pay requirements.

By meeting these criteria, employees are not entitled to overtime pay for hours worked beyond the standard 40-hour workweek. This exemption is intended to apply to workers who have more significant job duties, decision-making authority, or specialized training, ensuring they are compensated for their roles without the added complexities of overtime regulations.

The other criteria, such as holding a supervisory position or regularly working overtime hours, might be related to responsibilities but do not inherently qualify an employee for exempt status unless they also meet the salary threshold and specific job role requirements. Paying more than minimum wage alone does not determine exemption status without consideration of job duties and salary thresholds stipulated by FLSA.