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FLSA Exempt and Nonexempt Defined - Office of Human Resources

FLSA Exempt and Nonexempt Defined - Office of Human Resources 2025

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The document outlines the job description for the Recreation Coordinator position in the City of Soledad, detailing responsibilities such as coordinating recreation classes and activities, managing staff, and ensuring smooth operations of recreational programs. It specifies qualifications, including education and experience requirements, necessary certifications, and physical demands of the role. Additionally, it includes an application form for employment with various sections to gather personal information, work history, and demographic data for equal opportunity purposes.

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Begin by entering your personal information in the designated fields, including your name, address, and contact details. Ensure all entries are clear and legible.
Indicate your availability for employment by checking the appropriate boxes for part-time, full-time, or temporary positions.
Fill out the education and training section by circling the highest grade completed and listing any relevant degrees or certifications you hold.
In the experience section, provide detailed information about your work history over the last ten years. Include job titles, employers, dates of employment, and a brief description of duties.
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2018	4.8 Satisfied (116 Votes)

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We have answers to the most popular questions from our customers. If you can't find an answer to your question, please contact us.

Is it better to be exempt or non-exempt?

Whether its better to be exempt or non-exempt depends on individual circumstances and preferences. Some employees may prefer the stability of a set salary and benefits, while others may prefer the opportunity to earn more money through overtime pay.

What is the difference between exempt and non exempt FLSA?

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.

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