FSLA exemption status
The purpose of this Policy to identify and define how the University classifies employees for wage and hour requirements in accordance with the federal Fair Labor Standards Act.
It is the policy of Lynn University to classify all employees for wage and hour requirements in compliance with the provisions of the Federal Fair Labor Standards Act (FLSA). Employee Services is responsible for coordinating and communicating FLSA exemption status.
Employee - one who is paid a salary or wage directly by the University.
Exempt Employee - employees who primarily perform work exempt from or not subject to the overtime provisions of the Fair Labor Standards Act (FLSA) and for who overtime pay is not required by federal law.
Fair Labor Standards Act (FLSA) - a federal law governing minimum wage, overtime pay, child labor and record keeping requirements.
Non-Exempt Employee - employees who primarily perform work subject to overtime provisions of the FLSA and for whom overtime pay is required by federal law.
Employees are classified by Employee Services as performing “exempt” or “non-exempt” work based upon regulations of the Fair Labor Standards Act (“FLSA”). The determination of “exempt” or “non-exempt” work is made by Employee Services in accordance with FLSA criteria.
Exempt employees are classified as such if their job duties are exempt from the overtime provisions of the Federal and State Wage and Hour Laws. Their salaries are calculated on a weekly basis.
Non-Exempt employees receive overtime pay in accordance with the University’s Overtime Policy. Their pay is calculated on an hourly basis.
To learn more about this policy or the supporting procedures, please contact Employee Services.
Policy updated on: Oct. 24, 2018