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Oregon’s “white collar” exemptions were patterned largely after federal law, however, when state and federal regulations conflict, employers subject to both laws must apply the standard that is most beneficial to the employee. Instead, they are paid a consistent salary regardless of how many hours they work. These classifications determine whether an employee qualifies for overtime, rest and meal breaks, and other key labor protections.

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While employers sometimes use the terms salaried and exempt interchangeably, not all employees who are paid a salary are exempt from overtime An exempt employee is excluded from flsa requirements for minimum wage and overtime 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.

Computer employees may also be exempt as a professional, executive, or administrative employee if they meet the requirements for those exemptions

Customarily and regularly performs any one or more exempt duties or responsibilities of an executive, administrative or professional employee. When we say “exempt” it means that these employees are exempt from being considered under the minimum wage and overtime pay regulations It is also important to know that these exemption criteria primarily apply to employees in executive, administrative, and professional (eap) roles. 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,…