APA's Top Payroll Questions & Answers for 2020 - 13

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APA's Top Payroll Questions & Answers for 2020

Exempt vs. nonexempt employees (DOL)

We have some employees who work two different jobs within the
company. One job is categorized as exempt and the other nonexempt.
Can an employee be both, or is there a procedure to determine the
correct category in these situations? Do we only calculate overtime for
the nonexempt job? What documentation do we need?

A.

This is a common concern encountered during some WHD
investigations. The regulatory side regarding the individual's primary
duty can be found at 29 C.F.R. §541.700, which basically states
that to qualify for the exemption, an employee's primary duty must
be the performance of exempt work. "Primary" means the principle,
main, major, or most important duty that the employee performs. The
determination of an employee's primary duty is based on all the facts of
a particular case, so it is on a case-by-case basis. A major emphasis is
on the character of the employee's job as a whole.
Some factors to consider when determining the primary duty
include the relative importance of the exempt duties as compared with
the other duties that employees are doing, such as the amount of time
spent performing exempt work. A very important aspect is if there is
relative freedom from direct supervision. Another important factor is the
relationship between that employee's salary and wages paid to other
employees who are doing similar nonexempt work.
The amount of time spent performing exempt work can be a useful
guide in determining whether that exempt work is the primary duty for
an employee. For example, an employee who spends more than 50%
of her time performing exempt work will generally satisfy that primary
duty requirement. Time alone is not the sole test. There is nothing that
requires an exempt employee to spend more than 50% of her time
performing exempt work, so employees who do not spend more than
50% of their time performing that particular exempt duty can still meet
the primary duty requirement if other factors support such a conclusion.
For example, an assistant manager in a retail establishment who
performs exempt executive work such as supervising and directing the
work of other employees, ordering merchandise, managing the budget,
and authorizing payments of bills may have management as her
13

Federal and State Wage-Hour Laws

Q.



APA's Top Payroll Questions & Answers for 2020

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Table of Contents
APA's Top Payroll Questions & Answers for 2020 - Intro
APA's Top Payroll Questions & Answers for 2020 - Cover1
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APA's Top Payroll Questions & Answers for 2020 - Table of Contents
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