With some minor exceptions, employees classified as exempt must be salaried and spend 20% or less of their workday on line duties. The nature of the work and the work relationship define exempt or non-exempt status. Only being salaried, or having a certain job title, does not make an employee exempt. The Department of Labor (DOL) does have written guidelines on designating exempt status. Whether an employee is to be paid overtime is decided by the classification of "non-exempt" or "exempt." Generally speaking, administrative staff, professionals, outside sales people and workers in certain trades are considered exempt from minimum wage and overtime provisions. The Wage and Hour Division of the Department of Labor (DOL) administers this law. It also contains the Equal Pay Act which mandates equal pay for equal work regardless of gender. This law defines the minimum wage (currently $7.25/hr), as well as overtime pay provisions, child labor, record keeping, and some other related topics. The Fair Labor Standards Act (FLSA), a federal law, is the basic source of wage and hour law. Guide to Uniformed Services Employment and Reemployment Rights Act (USERRA) - Employer Support of The Guard and Reserve
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