Administrative Overtime Exemptions

The Fair Labor Standards Act provides a few exemptions to overtime laws if a worker fits into a particular employment category. This can be due to the job description, the wages of the employee, or other factors that separate certain workers from others. These exemptions are divided into three categories: professional, executive, and administrative. For some Americans, overtime pay may not be available, as they meet the requirements of an overtime exemption.

If you feel that you have been unjustly denied overtime pay, contact the Houston employment lawyers of the Ross Law Group today at 713-482-6910 for more information regarding your rights as an employee.

Am I Exempt?

Generally speaking, managers and workers in similar jobs may not be able to collect overtime pay, as they may be considered to be fulfilling an administrative role in a company or at a certain institution. Specifically, this designation has a few important requirements that must be met before an employer can exempt overtime pay. An administrative exemption can be applied if the following are met:

• Minimum $455 per week salary, or entry-level pay for academic work
• Job description more focused on administrative work
• Employee does not produce goods or complete services
• Job description requires free thought and decision-making
• Academic work

These exemptions have specific sub-definitions which help identify what types of tasks can be considered administrative. In particular, academic administrators – which typically exclude coaches, trainers, and school counselors – work under the administrative exemption, despite having generally lower pay standards compared to other career fields.

Contact Us

These distinctions can prove confusing to some, as job performance may not be as clear cut as the law provides. To learn more about your options concerning overtime pay and exemption statuses, contact the Houston employment attorneys of the Ross Law Group today by calling 713-482-6910.