If an employee meets all the qualifications to be exempt, employers can choose to leave them as non-exempt. if (target.indexOf('expanded') >= 0) { All rights reserved Reposted with permission. The employees primary duty must be the performance of work requiring advanced knowledge, defined as work which is predominantly intellectual in character and which includes work requiring the consistent exercise of discretion and judgment; The advanced knowledge must be in a field of science or learning; and. $(".drupal-dropdown").removeClass("expanded"); What are the requirements to participate in the H-1B1 program? As of 2022, the minimum hourly wage in Nassau County, Suffolk County, and Westchester County is $15.00 an hour. Beginning January 1, 2022, these employees must earn at least: $50 per hour (for all hours worked); or A monthly salary of $8,679.16; and An annual salary of $104,149.81. Eddy is the all-in-one HR Suite built to help local businesses easily manage their people, payroll, and hiring processes. To qualify for the exemption, employees must meet certain tests regarding their job duties and be paid on a salary basis of not less than $684 per week ($35,568 annually). The previous minimum salary of $937 for these employees. With few exceptions, the base pay of a salaried employee may not be reduced based on work performance or time spent as long as work is done. Whether you manage a postings, minimum wage or paid leave program, our products cut through research time, provide proactive insights into the everchanging landscape of employment laws and reduce the risk of noncompliance. .usa-footer .container {max-width:1440px!important;} A salary level of $6,500 per year, as well as meeting other standards, would qualify someone for the white-collar exemptions, according to a new final rule. [Want to learn more? The FLSA also increased its salary threshold for exempt employees to $684 per week ($35,568 annually), so employers will continue to have to meet that standard to classify employees as exempt under the executive, administrative or professional exemptions. .paragraph--type--html-table .ts-cell-content {max-width: 100%;} .manual-search ul.usa-list li {max-width:100%;} THE REGULATIONS AT 34 PA. CODE 231.82 (RELATING TO EXECUTIVE) 231.83 (RELATING TO ADMINISTRATIVE) AND 231.84 (RELATING TO PROFESSIONAL) ARE ABROGATED. 29 CFR 579.1(a)(2)(ii) and 29 CFR 578.3(a)(1). To request permission for specific items, click on the reuse permissions button on the page where you find the item. .h1 {font-family:'Merriweather';font-weight:700;} GovDocs simplifies employment law compliance for large, multi-jurisdiction employers in the U.S. and Canada. In October 2022, DOL's Employment and Training Administration (ETA) plans to issue an NPRM to establish "a new wage methodology for setting prevailing wage levels for H-1B/H-1B1/E-3 and PERM programs consistent with the requirements of the Immigration and Nationality Act.". As just two examples, the 1968 FLSA regulations did not include: (a) an exemption for computer professionals paid on an hourly basis or (b) a streamlined test applicable to "highly compensated" employees with total annual compensation of at least $107,432. The list includes some special districts in states but does not include all of said districts. @media (max-width: 992px){.usa-js-mobile-nav--active, .usa-mobile_nav-active {overflow: auto!important;}}