The terms "exempt" and "non-exempt" are defined under the Fair Labor Standards Act (FLSA). FLSA is a federal law that establishes a minimum wage and limits the number of hours that may be worked in a standard work week. It provides standards for equal pay, overtime pay, record keeping, and child labor.
Because of their duties, responsibilities, and salaries, employees in exempt jobs are not covered by the overtime provision of the FLSA. "Exempt" is not a title, but a legal classification based largely on job content. MIT's exempt staff are compensated on a salary basis without deductions for quality or quantity of work, except as permitted under the FLSA; for more information see the Employment Policy Manual Section 7.1.3.
Following is a brief description of the qualifications for the exemption categories relevant to MIT:
(Learned and Creative)
|Some professionals perform work that is predominantly intellectual and requires:
Some professionals have primary duties that:
- Employees in non-exempt jobs are covered by the overtime provisions of the act and must be paid overtime (at one and one-half times the regular rate) for all hours worked over 40 hours per pay period.
- Overtime may be worked only with prior approval of the supervisor/ manager.