Exempt Employees in Washington DC Wage and Hour Cases

Wage and hour laws are governed by the federal Fair Labor Standards Act (FLSA). Whether or not an employee is entitled to minimum wage and/or overtime pay might depend on their exemption status, as governed by the FLSA.

The differences between exempt employees and nonexempt employees can confuse both workers and employers. Some jobs are excluded from the FLSA statute, including many employees working in agriculture, while truck drivers and other professions are governed by different laws and regulations not covered by the FLSA.

The majority of United States workers are covered by the FLSA and are classified as either exempt or nonexempt employees concerning pay regulations.

If you believe your employer wrongfully withheld commissions that were owed to you, withheld payment, or failed to pay correct wages, you may be entitled to lost wages. Many exempt employees in Washington DC wage and hour cases are the recipients of underpayment or wrongfully denied benefits. Reach out to a dedicated wage and hour lawyer today.

What Constitutes an “Exempt” Employee in Washington DC?

Washington DC labor laws hold employers accountable for following certain rules such as paying the correct amount of wages, overtime, and accrued vacation. Some types of jobs, however, are exempt from the requirements. An exempt employee is an employee whose job is not subject to one or more sets of FLSA wage and hour laws.

Because certain exempt employees are not granted the protections of the FLSA, wage and hour disputes may arise. Some types of jobs, including outside sales staff and airline employees, are considered exempt by the FLSA. But for most professions, there are three tests that determine whether an individual is exempt, which include:

  • The employee is paid a minimum of $455 per week ($23,600 per year)
  • The employee is paid on a salary basis
  • The employee performs exempt job duties

Salary requirements may not apply to certain professions that pay on an hourly basis, including school teachers and physicians.

Generally, exempt employees in DC wage and hour cases tend to perform high-level duties with respect to the company’s operations. The FLSA divides this into three categories: professional, executive, and administration.

In some cases, employees are classified as “exempt,” but they spend more than 50 percent of their time performing production work. Misclassifying employees may result in compensation for unpaid overtime and other lost benefits.

According to the FLSA, an exempt employee does not have rights under FLSA overtime rules. The FLSA also states that the only aspect an exempt employee is entitled to is receiving the full amount of their base salary in any work period. However, exempt employees may have rights under other laws by way of employment policies or contracts.

Statute of Limitations in Wage and Hour Cases

There are strict time limits for filing wage and hour violation claims. The statute of limitations for minimum wage, overtime, or oral contracts is three years, with six years for written contracts.

Employees may file a wage claim with the D.C. Department of Employment Services (DOES) or file a lawsuit in court. For violations of federal law, employees must file within two years. For more information about the statute of limitations, reach out to an experienced FLSA attorney.

Protecting the Rights of Washington DC Employees

If you believe that your employer has failed to adhere to the law in the payment of your wages, it is highly advisable to contact a skilled attorney. Exempt employees in Washington DC wage and hour cases may face a variety of legal complexities that a knowledgeable attorney can help decipher. To learn more, call today.

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