Executives and the FLSA
The Fair Labor Standards Act (FLSA) was initially established in 1938 to protect the rights of wage-earners across the nation. This legislation serves to prevent wage-related abuses of employees by their employers , including the denial of a proper minimum wage or legally-mandated overtime payments. This act has been updated and revised since its initial passage and carries exemptions from the general codes for certain qualified positions.
It is important that you are being properly compensated for the work you do. If you believe that the terms of your employment violate any part or parts of the FLSA, you need an experienced attorney to fight for your legal rights. Contact the Washington D.C. FLSA lawyers of Tycko & Zavareei, LLP, at 202-973-0900.
Who Is An Executive?
Under the terms of Part 541 of the FLSA, certain positions are deemed exempt from minimum wage and overtime terms. Executives are classified in this exemption if they meet specific requirements, which follow.
- The primary role of the employee must be management of a business, or subdivision of a business.
- They must have the authority to hire or fire an employee, or make employment suggestions.
- They must oversee at least two employees
- They must be salaried employees
- They must be paid at least $455 per week
If these requirements are met in accordance with the definitions outline in Part 541, an employee may be considered an executive and the exemption may be applied to their employment.
Contact Us
Understanding the definitions and exemptions that regulate your employment can help to ensure that you are able to determine if you are being compensated fairly. For more information about your rights under the FLSA, please contact the Washington D.C. FLSA lawyers at Tycko & Zavareei, LLP, by calling 202-973-0900.
