When is a company employee considered exempt?

In Kansas, an employee is considered exempt from overtime work when they meet one of the criteria listed in the Fair Labor Standards Act (FLSA). An employee is typically considered exempt if they are paid at least $455 per week, and their job duties include executive, administrative, or professional duties. Executive duties are defined as managing a business, managing a subdivision of a business, or managing the employees in a business. Administrative duties include office or non-manual work that is directly related to the management or general business operations of the employer or their customers. Professional duties include knowledge of an advanced field of learning, or expertise in an artistic field. In Kansas, in order to be considered exempt from overtime work, the employee must also be paid on a salary basis. This means that they are not paid by the hour or for the number of hours worked, but instead are paid a fixed amount regardless of the hours worked or the amount of work done. Exempt employees must also have the power to exercise discretion in their work, such as when they (or their employer) make decisions for the business. The FLSA also has a few other special exemptions. For example, outside sales employees, certain computer professionals, and certain seasonal and recreation employees can also be considered exempt.

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When is a company employee considered exempt?

When is a company employee considered exempt?

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