With many computer specialists qualifying for a high salary, overtime can be a very expensive proposition for tech employers. However, the United States Department of Labor offers an overtime exemption for computer employees, providing they meet certain requirements. These exemptions are covered in Section 13(a)(1) and Section 13(a)(17) of the Fair Labor Standards Act (FLSA). This article will help you understand the computer employee exemption and how it applies to your staff.
To qualify for the exemption, an employee must:
There are some tech employees who don’t qualify for this exemption, including:
Keep in mind that the employee’s job title isn’t what qualifies them for this exemption. Rather, it’s their specific duties and their compensation that fall under the DOL’s requirements. Additionally, the qualifying duties must be the “primary duty,” or the most important role of their position.
If an employee meets these requirements, they are likely considered “exempt”, meaning their employer is not required to pay them the standard time and a half pay associated with overtime.
This exemption will help you plan for a comprehensive and competitive compensation package for your highly skilled employees without the concern for overtime pay. As a result, companies are able to afford in-demand skillsets while talented candidates have the opportunity to earn high wages in exchange for their services. The tech industry is thriving, and the government regulations covered by the FLSA are encouraging that growth for both employees and employers alike.
At Clearpoint, we match the bright people with great ideas with the companies that thrive with those employees. Contact our great team today to get started on meeting all of your information technology recruiting needs.
Clearpoint is a staffing agency for jobs in information technology, marketing, creative, and other professionals. We do business by building long-term, mutually beneficial relationships with our employees and clients.