2020 Archdiocese of Atlanta Employee Policy Manual/September 2020 - Manual / Resource - Page 23
The Wage and Hour Division of the Department of Labor, governs the classification of positions as
exempt OR nonexempt, per the provisions of the Fair Labor Standards Act (FLSA). The Chancery
Office of Human Resources helps locations determine the correct employee classification as
exempt or nonexempt.
The salary and method of compensation alone do not determine a position’s classification. A
thorough review and analysis of a job description must be conducted in order to determine the
appropriate classification of a position as exempt or nonexempt.
Exempt employees are professionals, managers, supervisors and administrators who are “exempt”
from the overtime provisions under FLSA. These employees are not entitled to additional
compensation when they work beyond their normal work schedule. This includes additional time
off. Nonexempt employees must be paid for all hours worked, including a premium rate of time
and a half for all hours worked beyond 40 in a work week.
3.1.1 Exempt Classifications
Employees who serve in positions that are classified as exempt are those who are not entitled to
additional compensation for work performed in excess of the employee’s standard work schedule.
Exempt employees are not entitled to overtime pay NOR entitled to time off for working
additional hours. Exempt employees are compensated on a salaried basis (not less than $684 per
week), which represents payment for all hours that may be required to work in any given
workweek.
Generally, exempt employees include the following:
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All clergy/religious staff are classified as exempt, regardless of salary;
Teachers, whose primary duty (50% or more) is in tutoring, instructing or lecturing AND
who are employed and engaged in this activity as a teacher in an educational establishment
by which the teacher is employed. There is no salary requirement for teachers. This
exemption does not apply to preschool teachers, nursery workers, and teachers working in
day care programs;
Executive level positions who meet the salary requirement ($684 per week) and whose
primary duty includes managing the establishment/entity, or managing a department or
subdivision of the entity. Must be involved in the directing the work of at least two (2) or
more other full-time employees (or full-time equivalent), and have the authority to hire or
fire other employees, OR have the authority to make recommendations on such changes as
well as other major employee status changes;
Certain administrative positions who meet the above salary requirement. The duties and
responsibilities of these positions must also involve the performance of office/non-manual
work directly related to the management or general business operations. The primary
duties must also include the exercise of discretion and independent judgement with respect
to matters of significance.
