d********f
发帖数: 43471 | 1 non-exempt和exempt的区别其实是收入高低区分的，联邦有FLSA来规定是不是该员工是
exempt.
加州的民猪党其实钻了一个空子，就是应该用总收入determine non-exempt还是exempt
，现在改用hourly rate.这样算起来，其实员工的总收入是远远高于FLSA的limit的。
你们应该去法院告这个恶法 | o******e
发帖数: 1761 | 2 不知道在说那个劳工法，不过我自己恰好是联邦劳工部执法的。。。
这里科普一下，
exempt under FLSA 1938 实际分四种，其中有和收入相关的，也有不和收入相关的。
重点是四项： Executive, Administrative, Professional and outside salesman
Exemptions
Executive, Administrative, Professional 和收入相关，即包含俩必要条件，缺一不
可：
1. 每周收入必须高于455美元
2. 职责必须符合exemption 标准。
同时所在CC以前判决也有影响。。。
至于违反与否，还要看Cc判决
具体内容可以看我们factsheet: http://www.dol.gov/whd/regs/compliance/fairpay/fs17a_overview.htm | f***e
发帖数: 5443 | | T******g
发帖数: 21328 | 4 exempt有什么好处和坏处吗？
exempt
【在 d********f 的大作中提到】
: non-exempt和exempt的区别其实是收入高低区分的，联邦有FLSA来规定是不是该员工是
: exempt.
: 加州的民猪党其实钻了一个空子，就是应该用总收入determine non-exempt还是exempt
: ，现在改用hourly rate.这样算起来，其实员工的总收入是远远高于FLSA的limit的。
: 你们应该去法院告这个恶法
| t***h
发帖数: 2924 | 5 exempt可以给雇主免费加班, 对经常出差的人来说,雇主赚大了.
对于non-exempt的员工,出差期间所有时间,24小时一天,除了8小时算正常上班以外都要
算加班工资. 我们公司non-emempt的人最喜欢出差, 周内每天16小时双倍加班费,周末
24小时双倍加班费.
exempt的人出差就亏大了. 公司完全可以一点出差补贴都不给.完全合法.
【在 T******g 的大作中提到】
: exempt有什么好处和坏处吗？
:
: exempt
| s**x
发帖数: 7506 | 6 大多数屁民都没时间和精力去打官司。保姆这种情况最简单的就是咬牙吞到肚里。 | T******g
发帖数: 21328 | 7 明白了，exempt是免费的，年薪制都是这样
【在 t***h 的大作中提到】
: exempt可以给雇主免费加班, 对经常出差的人来说,雇主赚大了.
: 对于non-exempt的员工,出差期间所有时间,24小时一天,除了8小时算正常上班以外都要
: 算加班工资. 我们公司non-emempt的人最喜欢出差, 周内每天16小时双倍加班费,周末
: 24小时双倍加班费.
: exempt的人出差就亏大了. 公司完全可以一点出差补贴都不给.完全合法.
| o******e
发帖数: 1761 | 8
这个其实是个myth 很多公司declared exemption其实是错的，年薪不等于exemption,
必须年薪大于455/周，职责还符合相关规定才可以。
【在 T******g 的大作中提到】
: 明白了，exempt是免费的，年薪制都是这样
| d********f
发帖数: 43471 | 9 fsla不管其他federal law regularize的job,有什么myth的？
fsla必须based on年薪阿，如果non-exempt的人最后靠加班工资超过了cap,那不就是个
joke么，那exempt的员工不都是sb么
,
【在 o******e 的大作中提到】
:
: 这个其实是个myth 很多公司declared exemption其实是错的，年薪不等于exemption,
: 必须年薪大于455/周，职责还符合相关规定才可以。
| o******e
发帖数: 1761 | 10
你理解的有问题，如果是salary 但是职责不符合要求，例如一个年薪8万刷马桶的。。
。那么这哥们只要工作超过40小时，超时工资就要按 80,000/52/40= 38.46 (基础工资
）*1.5 = $57.69 支付。
在这里，salary 与否和他exempt是无关的。
反过来，如果一个快餐店manager 收入只有$420/周，但他的职责完全符合要求，他也
不是exempt的。 如果他工作超过40小时每周，也要被支付超时工资。
这是具体要求：
Fact Sheet #17A: Exemption for Executive, Administrative, Professional,
Computer & Outside Sales Employees Under the Fair Labor Standards Act (FLSA)
This fact sheet provides general information on the exemption from minimum
wage and overtime pay provided by Section 13(a)(1) of the Fair Labor
Standards Act as defined by Regulations, 29 CFR Part 541.
The FLSA requires that most employees in the United States be paid at least
the federal minimum wage for all hours worked and overtime pay at time and
one-half the regular rate of pay for all hours worked over 40 hours 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 exempt certain computer employees. To qualify for
exemption, employees generally must meet certain tests regarding their job
duties and be paid on a salary basis at not less than $455 per week. Job
titles do not determine exempt status. In order for an exemption to apply,
an employee’s specific
job duties and salary must meet all the requirements of the Department’s
regulations.
Executive Exemption
To qualify for the executive employee exemption, all of the following tests
must be met:
• The employee must be compensated on a salary basis (as defined
in the regulations) at a rate not less than $455 per week;
• The employee’s primary duty must be managing the enterprise, or
managing a customarily recognized department or subdivision of the
enterprise;
• The employee must customarily and regularly direct the work of
at least two or more other full-time employees or their equivalent; and
• The employee must have the authority to hire or fire other
employees, or the employee’s suggestions and recommendations as to the
hiring, firing, advancement, promotion or any other change of status of
other employees must be given particular weight.
Administrative Exemptions
To qualify for the administrative employee exemption, all of the following
tests must be met:
The employee must be compensated on a salary or fee basis (as defined in the
regulations) at a rate not less than $455 per week;
The employee’s primary duty must be the performance of office or non-manual
work directly related to the management or general business operations of
the employer or the employer’s customers; and
The employee’s primary duty includes the exercise of discretion and
independent judgment with respect to matters of significance.
Professional Exemption
To qualify for the learned professional employee exemption, all of the
following tests must be met:
The employee must be compensated on a salary or fee basis (as defined in the
regulations) at a rate not less than $455 per week;
The employee’s primary duty must be the performance of work requiring
advanced knowledge, defined as work which is predominantly intellectual in
character and which includes work requiring the consistent exercise of
discretion and judgment;
The advanced knowledge must be in a field of science or learning; and
The advanced knowledge must be customarily acquired by a prolonged course of
specialized intellectual instruction.
To qualify for the creative professional employee exemption, all of the
following tests must be met:
The employee must be compensated on a salary or fee basis (as defined in the
regulations) at a rate not less than $455 per week;
The employee’s primary duty must be the performance of work requiring
invention, imagination, originality or talent in a recognized field of
artistic or creative endeavor.
Computer Employee Exemption
To qualify for the computer employee exemption, the following tests must be
met:
The employee must be compensated either on a salary or fee basis (as defined
in the regulations) at a rate not less than $455 per week or, if
compensated on an hourly basis, at a rate not less than $27.63 an hour;
The employee must be employed as a computer systems analyst, computer
programmer, software engineer or other similarly skilled worker in the
computer field performing the duties described below;
The employee’s primary duty must consist of:
1) The application of systems analysis techniques and procedures, including
consulting with users, to determine hardware, software or system functional
specifications;
2) The design, development, documentation, analysis, creation, testing or
modification of computer systems or programs, including prototypes, based on
and related to user or system design specifications;
3) The design, documentation, testing, creation or modification of computer
programs related to machine operating systems; or
4) A combination of the aforementioned duties, the performance of which
requires the same level of skills.
Outside Sales Exemption
To qualify for the outside sales employee exemption, all of the following
tests must be met:
The employee’s primary duty must be making sales (as defined in the FLSA),
or obtaining orders or contracts for services or for the use of facilities
for which a consideration will be paid by the client or customer; and
The employee must be customarily and regularly engaged away from the
employer’s place or places of business.
【在 d********f 的大作中提到】
: fsla不管其他federal law regularize的job,有什么myth的？
: fsla必须based on年薪阿，如果non-exempt的人最后靠加班工资超过了cap,那不就是个
: joke么，那exempt的员工不都是sb么
:
: ,
| | | o******e
发帖数: 1761 | 11
另外你理解错了一点，non-exempt的人的工资salary base如果不够455，即使靠OT超过
了cap 也无法符合exempt 要求。 这里还不考虑他职责是否符合。
例如一个年薪3万的book keeper, （不是CPA) 他如果工作超过了40小时，也要被支付
超时工资的，
而一个CPA，来干了一份book keeper 的工作，就算他年薪8万，只要职责不符合（不是
CPA应该干的活），那salary base就是无效化，超过40小时还是得被付超时工资。。。
继续举例，一个快餐店经理，周薪420美元（时薪10.5），超时工作了10小时，本州收
入420+105=525 虽然职责符合，工资实际得到也超过了455，但因为基础salary
base不够(420<455)，仍然是non-exempt.
同样例子，酒店前台经理周薪420美元，小费收入105美元，工作50小时/周，这哥们还
是要被追讨10小时超时工资，因为小费不是salary based.
然后酒店大厨，无论是15刀/小时，50小时/周 还是 750刀/周（3000/月）的salary,
只要没有相应资格证书（例如国家X级资质证书或者餐饮业硕士学位），工作超40小时
也应被追讨超时工资（对，很多中餐馆就是这么被罚死的。。。）
FlSA 并不base on 年薪，如果您觉得应该，可以推动法案的改变，现阶段FLSA的base
时每周工作小时Vs每周的pay... 除了第一CC有区别。
【在 d********f 的大作中提到】
: fsla不管其他federal law regularize的job,有什么myth的？
: fsla必须based on年薪阿，如果non-exempt的人最后靠加班工资超过了cap,那不就是个
: joke么，那exempt的员工不都是sb么
:
: ,
| o******e
发帖数: 1761 | 12
你们雇主给non-exempt的算法不太对 给多了。。。 :-P 不过我们只管少不管多。。。
所以。。。
【在 t***h 的大作中提到】
: exempt可以给雇主免费加班, 对经常出差的人来说,雇主赚大了.
: 对于non-exempt的员工,出差期间所有时间,24小时一天,除了8小时算正常上班以外都要
: 算加班工资. 我们公司non-emempt的人最喜欢出差, 周内每天16小时双倍加班费,周末
: 24小时双倍加班费.
: exempt的人出差就亏大了. 公司完全可以一点出差补贴都不给.完全合法.
| n***b
发帖数: 5914 | 13 exempt 的职能界定其实很不清晰。
Exempt 工种应该是那些难以quantifiable 的assignment,并且过程中需要大量行使
independent judgement / discretion 而极少量supervision的。 比如码工建筑师设
计师之类的。
但警察/消防/医疗领域里的前线管理层往往还是 non-exempt 而且加班费高的吓人
【在 o******e 的大作中提到】
:
: 你们雇主给non-exempt的算法不太对 给多了。。。 :-P 不过我们只管少不管多。。。
: 所以。。。
| T******g
发帖数: 21328 | 14 NND，现在公司都搞agile，天天micro management，早就和小时工一样了，还没有加班费
【在 n***b 的大作中提到】
: exempt 的职能界定其实很不清晰。
: Exempt 工种应该是那些难以quantifiable 的assignment,并且过程中需要大量行使
: independent judgement / discretion 而极少量supervision的。 比如码工建筑师设
: 计师之类的。
: 但警察/消防/医疗领域里的前线管理层往往还是 non-exempt 而且加班费高的吓人
| n***b
发帖数: 5914 | 15 这是大趋势吧
班费
【在 T******g 的大作中提到】
: NND，现在公司都搞agile，天天micro management，早就和小时工一样了，还没有加班费
| T******g
发帖数: 21328 | 16 所以码农应该是non-exempt了
也说明没有自主性，就是民工一枚了
【在 n***b 的大作中提到】
: 这是大趋势吧
:
: 班费
| o******e
发帖数: 1761 | 17
警察消防都是政府方向，有特属要求，不是通常regulate,
医疗领域里只要你有一定的degree，且收入合适 例如RN, 医生，劳工部基本不管。
另外即使你exempt 你公司pay OT 劳工部也不管。。。
prof. exemption 的基本界限是位置需要专业训练2年以上，或者硕士以上学位。
【在 n***b 的大作中提到】
: exempt 的职能界定其实很不清晰。
: Exempt 工种应该是那些难以quantifiable 的assignment,并且过程中需要大量行使
: independent judgement / discretion 而极少量supervision的。 比如码工建筑师设
: 计师之类的。
: 但警察/消防/医疗领域里的前线管理层往往还是 non-exempt 而且加班费高的吓人
| o******e
发帖数: 1761 | 18
码农如果位置需要硕士及以上，自动是professional exemption, 而且有专门computer
programmer的exemption.
Fact Sheet #17E:Exemption for Employees in Computer-Related Occupations
Under the Fair Labor Standards Act (FLSA)
This fact sheet provides general information on the exemption from minimum
wage and overtime pay for employees in the computer field under Sections 13(
a)(1) and 13(a)(17) of the FLSA and Regulations 29 CFR Part 541.
The FLSA requires that most employees in the United States be paid at least
the Federal minimum wage for all hours worked and overtime pay at time and
one-half the regular rate of pay for all hours worked over 40 hours in a
workweek.
However, Section 13(a)(1) and Section 13(a)(17) of the FLSA provide an
exemption from both minimum wage and overtime pay for computer systems
analysts, computer programmers, software engineers, and other similarly
skilled workers in the computer field who meet certain tests regarding their
job duties and who are paid at least $455 per week on a salary basis or
paid on an hourly basis, at a rate not less than $27.63 an hour.
Job titles do not determine exempt status. In order for this exemption to
apply, an employee’s specific job duties and compensation must meet all the
requirements of the Department’s regulations. The specific requirements
for the computer employee exemption are summarized below.
See other fact sheets in this series for more information on the exemptions
for executive, administrative, professional, and outside sales employees,
and for more information on the salary basis requirement.
Computer Employee Exemption
To qualify for the computer employee exemption, the following tests must be
met:
The employee must be compensated either on a salary or fee basis at a rate
not less than $455 per week or, if compensated on an hourly basis, at a rate
not less than $27.63 an hour;
The employee must be employed as a computer systems analyst, computer
programmer, software engineer or other similarly skilled worker in the
computer field performing the duties described below;
The employee’s primary duty must consist of:
The application of systems analysis techniques and procedures, including
consulting with users, to determine hardware, software or system functional
specifications;
The design, development, documentation, analysis, creation, testing or
modification of computer systems or programs, including prototypes, based on
and related to user or system design specifications;
The design, documentation, testing, creation or modification of computer
programs related to machine operating systems; or
A combination of the aforementioned duties, the performance of which
requires the same level of skills.
The computer employee exemption does not include employees engaged in the
manufacture or repair of computer hardware and related equipment. Employees
whose work is highly dependent upon, or facilitated by, the use of
computers and computer software programs (e.g., engineers, drafters and
others skilled in computer-aided design software), but who are not primarily
engaged in computer systems analysis and programming or other similarly
skilled computer-related occupations identified in the primary duties test
described above, are also not exempt under the computer employee exemption.
Primary Duty
“Primary duty” means the principal, main, major or most important duty
that the employee performs. Determination of an employee’s primary duty
must be based on all the facts in a particular case, with the major emphasis
on the character of the employee’s job as a whole.
【在 T******g 的大作中提到】
: 所以码农应该是non-exempt了
: 也说明没有自主性，就是民工一枚了
| T******g
发帖数: 21328 | 19 很多网络公司招工都是本科就行了，如果编程厉害，高中也可以，只不过中国人来美国
麻烦，都读的高学历罢了
exempt的意思好像是免除最低工资保护，可能一些纯蓝领工作需要这个保护，因为是个
人都能做
所以从出发点来说，non exempt应该算一种福利，国家强制执行的。然后工资高了就没
有这种福利了，这个和警察，政府高收入公职加班费不符
computer
13(
least
【在 o******e 的大作中提到】
:
: 码农如果位置需要硕士及以上，自动是professional exemption, 而且有专门computer
: programmer的exemption.
: Fact Sheet #17E:Exemption for Employees in Computer-Related Occupations
: Under the Fair Labor Standards Act (FLSA)
: This fact sheet provides general information on the exemption from minimum
: wage and overtime pay for employees in the computer field under Sections 13(
: a)(1) and 13(a)(17) of the FLSA and Regulations 29 CFR Part 541.
: The FLSA requires that most employees in the United States be paid at least
: the Federal minimum wage for all hours worked and overtime pay at time and
| h********r
发帖数: 430 | 20 赞专业人士解说, 那最近那个月子保母的事怎么个说法? 下次该怎么支付工资或者定条
款?
FLSA)
【在 o******e 的大作中提到】
:
: 码农如果位置需要硕士及以上，自动是professional exemption, 而且有专门computer
: programmer的exemption.
: Fact Sheet #17E:Exemption for Employees in Computer-Related Occupations
: Under the Fair Labor Standards Act (FLSA)
: This fact sheet provides general information on the exemption from minimum
: wage and overtime pay for employees in the computer field under Sections 13(
: a)(1) and 13(a)(17) of the FLSA and Regulations 29 CFR Part 541.
: The FLSA requires that most employees in the United States be paid at least
: the Federal minimum wage for all hours worked and overtime pay at time and
| | | o******e
发帖数: 1761 | 21 看他怎么给你申的h1b....如果招本科的工作是很难claim exemption 的。 这点大公司
都有数 | T******g
发帖数: 21328 | 22 那是所谓高科技公司外国人，美国人大部分工作都是公民做的，而且新的网络公司，一
堆堆的abc
claim exemption不是什么好事，没有最低工资，没有加班费。当然码工也不需要最低
工资保护
【在 o******e 的大作中提到】
: 看他怎么给你申的h1b....如果招本科的工作是很难claim exemption 的。 这点大公司
: 都有数
| o******e
发帖数: 1761 | 23
这个倒是，看我们在讨论什么了。 重点还是 1. duty, 2. pay. 才能claim exemption
.
【在 T******g 的大作中提到】
: 那是所谓高科技公司外国人，美国人大部分工作都是公民做的，而且新的网络公司，一
: 堆堆的abc
: claim exemption不是什么好事，没有最低工资，没有加班费。当然码工也不需要最低
: 工资保护
|
|
