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Application for Work or Employment - Clerical, Exempt, Executive, or Nonexempt Position

Application for Work or Employment - Clerical, Exempt, Executive, or Nonexempt Position 2025

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The document is an application for employment form that collects personal information, employment history, education details, and references from applicants. It includes sections for the position applied for, availability, contact information, eligibility to work in the U.S., and consent for background checks. The applicant must certify the accuracy of the information provided and acknowledge company policies regarding employment.

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How to determine if a position should be exempt or nonexempt?

California sets a minimum salary for jobs to be classified as exempt. Jobs in California that pay less than $58,240 a year are generally classed as nonexempt. This figure, which is valid as of January 1, 2021, is double the state minimum wage of $14 an hour, multiplied by 52 40-hour workweeks.

How to determine if an employee should be exempt or nonexempt?

Employees may be considered exempt if they are paid a salary that cannot be reduced because of the quality or quantity of their work, earn less than the minimum salary requirement, and primarily perform executive, administrative or professional duties (duties test).

Who designates whether an employee is exempt or non-exempt?

In most cases, there are three simple requirements to determine whether a worker is an exempt employee under California law: Minimum Salary. The employee must be paid a salary that is at least twice the state minimum wage for full-time employment. White Collar Duties. Independent Judgment.

How do I know if I should be exempt?

To comply with the FLSA, employers need to regularly review their employee classi- fications. Generally, two requirements must be met to classify an employee as exempt: 1) they must earn a salary and 2) hold a position with duties the U.S. Labor Department designates as appropriate for exempt positions.

Are executives exempt or nonexempt?

In short, the executive exemption means employees whose primary duties comprise managerial tasks are not eligible for FLSA coverage like overtime pay. The roles that typically fall under the executive exemption include CEOs, mid-level managers, and shift managers.

How do you classify a job as exempt or nonexempt?

To determine if a job is exempt (not subject to overtime) or nonexempt (required to be paid overtime at time and a half), a job must meet the salary threshold for exempt status. Once a job meets that criteria, the FLSA uses five primary exemption tests to determine exempt status: Executive test. Administrative test.

Application for Work or Employment - Clerical, Exempt, Executive, or Nonexempt Position 2025

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