Coverage under the flsa, most jobs are governed by the flsa.
Thus, in California, exempt status as a professional is generally reserved for those who are licensed or certified by the State of California and "primarily engaged" in the practice of law, medicine, dentistry, optometry, architecture, engineering, teaching, or accounting provided the salary test is met.
The job involves the exercise of a good deal of important judgment and discretion, because it is up to the buyer to select items which will sell in sufficient quantity and at sufficient margins to be unity 3d games for pc profitable.In addition, similar to the federal law, California computer professionals must meet stringent duties requirements, including being highly skilled and proficient in the theoretical and practical application of highly specialized information to computer systems analysis, programming, and software engineering.An example of an exempt administrator could be a buyer for a department store.In addition, the supervisory employee must have "management" as the "primary duty" of the job.The job involves work which is necessary to the overall operation of the store selecting merchandize to be ordered as inventory.In the event that some "executive" decisions are required, s/he is there to make them, and this is sufficient.
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Professionally exempt workers apache reverse proxy iis ssl must have education beyond high school, and usually beyond college, in fields that are distinguished from (more "academic" than) the mechanical arts or skilled trades.
29 CFR 541.400(b back To Top.Most employees covered by the flsa are nonexempt.This distinction, however, can be very difficult to make where high-level employees are involved and where it is not clear whether their work is administrative or production work.Not what you need?One handy clue might be to ask who a telephone inquiry would be directed to if the called asked for "the boss." Typically, only one employee is "in charge" at any particular time.This usually means that the base pay of a salary basis employee may not be reduced if s/he performs less work than normal, if the reason for that is determined by the employer.