Administrative Assistants Only Rarely Are Exempt From Overtime ...

Office workers who perform secretarial, receptionist and other administrative tasks are often incorrectly classified as exempt from overtime ...

Fact Sheet #17C: Exemption for Administrative Employees Under ...

However, Section 13(a)(1) of the FLSA provides an exemption from both minimum wage and overtime pay for employees employed as bona fide executive, ...

Is an Executive Assistant Entitled to Overtime Pay?

Federal Realty Investment Trust, (4th Cir., 2012), the sole executive assistant to the CEO was found to satisfy the requirements for exemption ...

Administrative Assistants Only Rarely Are Exempt From Overtime Pay

Office workers who perform secretarial, receptionist and other administrative tasks are often incorrectly classified as exempt from overtime ...

Exempt vs. Non-Exempt: A Guide to White Collar Workers

You may feel your administrative assistant is critical to your business. ... Never raise a person's wage to cover their overtime. If you do ...

Do EAs get paid overtime? : r/ExecutiveAssistants - Reddit

... exemption from overtime pay they just put *******. I have no idea ... I feel like there are admin assistants and more senior executive assistants, ...

What is the Administrative Exemption Under FLSA?

For example, an employee who works as an administrative assistant and whose duties include making important decisions and using their own ...

Understanding the FLSA Administrative Exemption

As an example, an administrative assistant who primarily helps with tasks around the office and does not make major decisions will probably be ...

Final Rule: Defining and Delimiting the Exemptions for Executive ...

This rulemaking updates and revises the regulations for determining whether certain salaried employees are exempt from minimum wage and overtime requirements.

Defining and Delimiting the Exemptions for Executive, Administrative ...

Section 13(a)(1) exempts covered EAP employees from both the FLSA's minimum wage and overtime requirements. However, because of their long hours ...

Wouldn't an "Administrative Assistant I" be considered a non-exempt ...

Because they are paid and hold titles like "executive assistant," "administrative assistants I" are only seldom considered exempt from overtime compensation.

Exercise Caution When Classifying Administrative Assistants As ...

Instead, these employers argue that all employees in traditional secretarial positions are actually exempt Administrative Assistants.

Fourth Circuit holds that CEO's executive assistant is exempt from ...

Fourth Circuit holds that CEO's executive assistant is exempt from overtime compensation as an administrative employee · Facts · The Fourth ...

Exemption Lessons | Nelson Law Group | San Francisco, CA

The administrative exemption is intended for mid-to-high level support employees such as buyers, marketing employees, human resources professionals, assistants ...

Executive Assistant - Employers Forum

The dissent is from another utility hr who went to a seminar on FLSA and was told that executive assistants do not meet the criteria for exemption under the ...

First Circuit Issues Opinion Clarifying FLSA's Administrative Exemption

capacity” are exempt from the overtime requirement (the “administrative exemption”). ... Thus, the district court held that only the tournament ...

What makes a job 'administrative' or 'professional?' My (US) state ...

Generally, everyone with a degree in a salaried position qualifies as an overtime exempt employee. This is entirely normal and how the business ...

Guidelines for Evaluating Whether or Not Employees Satisfy the ...

Federal law and most state wage/hour laws contain exemptions from overtime requirements for executive, administrative and professional employees.

[GA] Overtime exemptions for high paying, but hourly administrative ...

Hourly workers are never exempt from OT. They would need to be switched from hourly to salary.

The Fair Labor Standards Act (FLSA) Exemption for Executive ...

rule applying only to the State of Texas as an employer. The court maintained that the state was likely to succeed on its claim that the ...