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of 455 per week. Exempt employees receive salary-based compensation and they aren't entitled to overtime pay under the FLSA guidelines. Non-Exem pt Non-exempt positions are subject to the federal or state minimum wage amount. As of September 2011, the federal minimum wage is 7.25 per hour ; however, some state minimum wage amounts are higher than the federal minimum wage. Employees in non-exempt positions are entitled to overtime a t 1 1/2 times their regular hourly rate when they work more than 40 hours in a work week. Non-exempt employees receive their compensation based o 3d max hand model n the number of hours they work -- this differs significantly from exempt employees, who are compensated for performing their job duties without regard to how many hours they spend working. Payroll Nightmare Companies that permit employees to work in both an exempt role as well as a non-ex poesie nonni e nipoti empt role -- dual employment -- are creating a payroll nightmare, especially if the non-exempt position requires overtime. In addition, record-ke .

ion's responsibilities end and another begins. Dual employment is possible; however, it's much easier for payroll to process when both positions are in the same classification. Confused Responsibilities It's too easy for the exempt position to influence the non-exempt position by permittin g one employee to function in both roles. Assume again that a retail manager works in an exempt position during the typical business day -- 9 a.m . to 5 p.m. After 5 p.m., the manager switches hats and works in an hourly position in the same company. If the employee encounters a challenge t dvi 3d model hat only a manager can resolve, such as resolving a customer complaint, it's difficult for the employee to function in a non-exempt role, yet ask another manager to resolve the situation. The employee working in a non-exempt role who is usually an exempt employee would, instinctively, swit poesie nonni e nipoti ch into a manager's role for resolving customer complaints. De Facto Leadership When an employee who is primarily in an exempt role also works in .

es. Further, dual employment can create problems when the employee is acting in a non-exempt capacity and disagrees with her manager on a work-re lated matter in which the employee has expertise.1 Verify the laws applicable to your jurisdiction. Note that your employer must comply with appl icable federal, state and local laws. Wage and hour law enforcement is often the purview of the federal and state governments. 2 Assemble all the information regarding the wage violation that you can. This includes information about the victim, where the victim works and to what extent the arabic fonts download victim was treated inappropriately. Pay stubs, work schedules, the names of the managers and/or owners involved or any other record that the Dep artment of Labor may deem useful is helpful to have at the ready. 3 Contact the United States Department of Labor to locate its closest office. T poesie nonni e nipoti he department can be contacted via phone at (866) 487-9243, or at its website. Go to the office where you are directed and supply all the informa .

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