Wood et al

Filing 90

ORDER granting 56 Motion to Clarify; denying 58 Motion in Limine No. 1; denying 59 Motion in Limine No. 2; denying 60 Motion in Limine No. 3; denying 61 Motion in Limine No. 4; conditionally granting 62 Motion in Limine No. 5; conditional ly granting 63 Motion in Limine No 6; denying 64 Motion in Limine No. 7; denying 65 Motion in Limine No. 8. Signed by Judge Candy W Dale. (Attachments: # 1 Appendix Appendix 1) (caused to be mailed to non Registered Participants at the addresses listed on the Notice of Electronic Filing (NEF) by klw)

U.S. Department of Labor
Wage and Hour Division
(Revised July 2008)

Fact Sheet #17H: Highly-Compensated Workers and the Part 541-Exemptions
Under the Fair Labor Standards Act (FLSA)
The FLSA requires that most employees in the United States be paid at least the federal minimum wage for all
hour worked and overtime pay at time and one-half the regular rate of pay for all hours worked over 40 in a
workweek. However, Section 13(a)(1) of the FLSA provides an exemption from both minimum wage and
overtime pay for employees employed as bona fide executive, administrative, professional and outside sales
employees. Section 13(a)(1) and Section 13(a)(17) also exempts certain computer employees. To qualify for
exemption, employees must meet certain tests regarding their job duties and be paid on a salary basis at not less
than $455 per week.
Highly-Compensated Workers
The regulations contain a special rule for “highly-compensated” workers who are paid total annual
compensation of $100,000 or more. A highly compensated employee is deemed exempt under Section 13(a)(1)
if:
1. The employee earns total annual compensation of $100,000 or more, which includes at least $455 per
week paid on a salary basis;
2. The employee’s primary duty includes performing office or non-manual work; and
3. The employee customarily and regularly performs at least one of the exempt duties or responsibilities of
an exempt executive, administrative or professional employee.
Thus, for example, an employee may qualify as an exempt highly-compensated executive if the employee
customarily and regularly directs the work of two or more other employees, even though the employee does not
meet all of the other requirements in the standard test for exemption as an executive.
Total Annual Compensation
The required total annual compensation of $100,000 or more may consist of commissions, nondiscretionary
bonuses and other nondiscretionary compensation earned during a 52-week period, but does not include credit
for board or lodging, payments for medical or life insurance, or contributions to retirement plans or other fringe
benefits.
Make-up Payments and Prorating
There are special rules for prorating the annual compensation if employees work only part of the year, and
which allow payment of a single lump-sum, make-up amount to satisfy the required annual amount at the end of
the year and similar make-up payments to employees who terminate before the year ends.
Customarily and Regularly
“Customarily and regularly” means greater than occasional but may be less than constant, and includes work
normally and recurrently performed every workweek but does not include isolated or one-time tasks.

Where to Obtain Additional Information
For additional information, visit our Wage and Hour Division Website: http://www.wagehour.dol.gov
and/or call our toll-free information and helpline, available 8 a.m. to 5 p.m. in your time zone, 1-8664USWAGE (1-866-487-9243).
This publication is for general information and is not to be considered in the same light as official statements of
position contained in the regulations.
U.S. Department of Labor
Frances Perkins Building
200 Constitution Avenue, NW
Washington, DC 20210

1-866-4-USWAGE
TTY: 1-866-487-9243
Contact Us