ADDITIONAL INFORMATION WHICH MAY BE REQUIRED

Important Definitions in FLSA:

The amount of time spent in the performance of managerial duties is a useful guide in determining whether management is the primary duty of the employee. A good rule of thumb is that primary duty means the major part, or over 50 percent, of the employee’s time.

Time is not the sole test; where employees do not spend over 50 percent of their time on managerial duties, they might have management as their primary duty if other factors are present. Some of these factors are the relative importance of the managerial duties as compared with other types of duties; the frequency with which the employee exercises discretionary powers; and the relative freedom from supervision.

Management (29 C.F.R.) 541.102 and Minn. Rule 5200.0180 subd.2

Managerial and supervisory functions generally include: 1) interviewing, selecting and training employees; 2) setting rates of pay and hours of work; 3) directing employees’ work; 4) maintaining records for supervision or control; 5) handling complaints, grievances and discipline; 6) planning work; 7) determining techniques to be used; 8) determining the type of materials to be bought; and 9) controlling the distribution of materials and supplies.

For purposes of parts 5200.0180 to 5200.0210, the term "manage" means to control and direct the business operations of a given enterprise, department, or branch establishment. Duties involved in managing must involve the making of decisions and the issuance of directions to other employees which involve skill and judgment. The term includes those employees that act primarily and principally in a directive capacity as opposed to those who primarily do the actual work.

Discretionary Powers Minn. Rule 5200.0180 subd. 3 and Discretion and Independent Judgment (29 C.F.R.) 541.207

Minn. Rule 5200.0180 subd. 3: The thrust of this criterion is to distinguish between those employees empowered to independently commit their employers on matters of importance and those employees who merely make day-to-day decisions which, although necessary to the daily operations of the employer's business, are routine, or follow prescribed procedures, or involve a determination of whether specific standards are met, or are lacking in substantial importance to the employer's business as a whole. One test which should be utilized in determining whether an employee exercises discretionary powers is to ask whether the decisions being made involve a discretion as to company policy or procedure or commit the employer on matters of substantial importance. Mere recommendations with respect to policies and procedures are not sufficient unless it can be shown that the employer consistently accepted and followed those recommendations.

(29 C.F.R.) 541.207: The exercise of discretion and independent judgment involves the comparison and evaluation of possible courses of conduct and acting or making a decision after the various possibilities have been considered. The term implies the person has the authority to make an independent choice, free from immediate direction or supervision and with respect to matters of significance.

This term has most frequently been misunderstood and misapplied in cases where there is confusion between the exercise of judgment and independent judgment, and the use of skill in applying techniques, procedures or specific standards.

The term “matters of significance” refers to the level of importance or consequence of the work performed. An employee does not exercise discretion and independent judgment with respect to matters of significance merely because the employer will suffer financial losses if the employee fails to perform the job properly. Similarly, an employee who operates very expensive equipment does not exercise discretion and independent judgment with respect to matters of significance merely because improper performance of the employee’s duties may cause serious financial loss to the employer. The wider the scope of impact of an action or decision, the more likely an issue is a matter of significance.

Exempt or Non-exempt work Minn. Rule 5200.0180 subd. 5

In determining exempt and nonexempt work under parts 5200.0180 to 5200.0210, work directly related to executive or administrative work may be included if the executive work which it relates to is actually performed by the employee. It is not sufficient to claim certain work is exempt where the executive or administrative function it might be directly related to is not performed by the employee.

The phrase “a customarily recognized department or subdivision” is intended to distinguish between a collection of employees assigned from time to time to a specific series of jobs and a unit with permanent status and function.

Employees will qualify as executive if they customarily and regularly supervise at least two full-time employees or the equivalent. For example, one full-time and two half-time employees are equivalent to two employees.

The establishment must have a fixed location and must be geographically separated from other company property (separate buildings on the same or adjacent property does not qualify).

Only one person in any establishment can qualify as an executive under this exception, and then only if he/she is the top person in charge at that location. Only one employee per enterprise, department or branch establishment may be considered to be in sole charge regardless of the number of work shifts per day.

The requirement that the work performed must be office work or non-manual work restricts the exemption to “white collar” employees. The accepted usage of the term “white collar” includes all office workers.

This phrase limits the exemption to persons who perform work of substantial importance to the management or operation of the business of his or her employer or the employer’s customers. Examples of such work include advising management, planning, negotiating, purchasing, and business research and control. The phrase also includes a wide variety of persons who either carry out major assignments in conducting the operations of the business, or whose work affects business operations to a substantial degree.

The “learned” professions are those which require knowledge of an advanced type in a field of science or learning customarily acquired by a prolonged course of specialized intellectual instruction and study as distinguished from a general academic education. The word “customarily” implies that, in the vast majority of cases, the specific academic training is a prerequisite for entrance into the profession.

Generally speaking, the professions which meet the requirement for a prolonged course of specialized intellectual instruction and study include law, medicine, dentistry, nursing, accountants (depending on training and job duties), actuarial computation, engineering, architecture, teaching, various types of physical, chemical, and biological sciences including pharmacy and registered or certified medical technology. Typically, a prolonged course of study requires a four year degree.

“Advanced knowledge in a field of science or learning” is customarily acquired by a prolonged course (generally BA/BS or above) of specialized, intellectual instruction and study. General academic education, apprenticeships, training in routine processes, or extensive experience in the field or with the employer doesn’t qualify. A degree alone isn’t the determining factor. Employees who hold one of the degrees listed in the regulations don’t meet this test if the degree is not applicable to their work or if the work is not professional.

The character of the artistic type of professional work is original and creative in character in a recognized field of artistic endeavor (as opposed to work which can be produced by a person endowed with general manual or intellectual ability and training), and the result depends primarily on the invention, imagination, or talent of the employee. The work must be in a recognized field of artistic endeavor such as music, writing, the theater, and graphic arts.

EXECUTIVE EXEMPTION

PROFESSIONAL EXEMPTION

ADMINISTRATIVE EXEMPTION

OUTSIDE SALES EXEMPTION

NON-EXEMPT