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Under wage and hour law, these exemptions are also referred to as the “executive,” “administrative” and “professional” exemptions. These roles come with greater responsibilities and higher wages but less protection concerning working hours. On april 26, 2024, the u.s
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Department of labor (department) published a final rule, defining and delimiting the exemptions for executive, administrative, professional, outside sales, and computer employees Exempt employees, often salaried, do not receive overtime pay and are exempt from minimum wage because they hold executive, professional, or administrative roles Learn how oregon’s exempt vs
Ors 653.010 (definitions for ors 653.010 to 653.261) to 653.261 (minimum employment conditions) do not apply to any of the following employees,…
Department of labor has significantly increased the annual salary threshold for exempt status for executive, administrative, and professional employees under the fair labor standards act (“flsa”). Oregon hiring laws encompass a variety of regulations designed to protect both employers and employees throughout the hiring process These laws govern aspects such as discrimination, background checks, and employment eligibility verification. Oregon exempts bona fide professional executive employees from its minimum wage and overtime requirements
To qualify for the professional employee exemption, an employee must Be paid on a salary basis Employers are required to provide unpaid meal breaks for employees who work a certain number of hours in a shift Meal break is unpaid, but it must be free from any work duties.
This is a separate statutory exemption under the federal law
Computer employees may also be exempt as a professional, executive, or administrative employee if they meet the requirements for those exemptions.
