---
title: "What Qualifications Are Required for an Exempt (Salaried) Position?"
description: "Many employers struggle with the differences between hourly and salaried positions and how to qualify them as such. Below is a quick reference to determine if a position is exempt from the overtime pr..."
url: https://www.dashrconsulting.com/what-qualifications-are-required-for-an-exempt-salaried-position/
date: 2014-04-28
modified: 2014-04-29
author: "Dr. Di Ann Sanchez"
image: https://www.dashrconsulting.com/wp-content/uploads/2013/04/exempt-salary.jpg
categories: ["HR Compliance", "HR Legislative Updates", "Talent Management"]
type: post
lang: en
---

# What Qualifications Are Required for an Exempt (Salaried) Position?

## ![exempt-salary qualifications](https://www.dashrconsulting.com/wp-content/uploads/2013/04/exempt-salary-300x196.jpg)Many employers struggle with the differences between hourly and salaried positions and how to qualify them as such.

Below is a quick reference to determine if a position is exempt from the overtime provisions of the Fair Labor and Standards Act (FLSA).

- To qualify for the executive exemption, a worker must earn at least $455/week ($330 in American Samoa).
- Primary duty consists of **management** of the organization in which the employee is employed or of a customarily recognized department or subdivision of the enterprise.
- **Customarily and regularly** directs the work of **two or more full time employees.**
- Has the authority to **hire or fire** other employees or whose suggestions and recommendations as to the **hiring, firing, advancement, promotion**, or any other change of status of other employees are given **particular weight.**

### The definition of management refers to “**customarily and regularly**” conducts the following duties:

- Interviewing, selecting, and training employees
- Setting and adjusting the rates of pay and hours of work of employees
- Directing the work of employees
- Maintaining production or sales records for use in supervision or control
- Appraising the productivity and efficiency of employees for the purpose of recommending promotions or other changes in their status
- Handling employee complaints and grievances
- Disciplining employees
- Planning the work of employees
- Determining the techniques to be used to perform the work
- Apportioning the work among the employees
- Determining the type of materials, supplies, machinery, equipment, or tools to be used of merchandise to be bought, stocked, and sold
- Controlling the flow and distribution of materials or merchandise and supplies
- Providing for the safety and security of the employees or the property
- Planning and controlling the budget
- Monitoring or implementing legal compliance measures

Reference: SHRM.org, DOL.gov (FLSA Exemptions)