{"id":6356,"date":"2026-07-15T21:51:53","date_gmt":"2026-07-16T02:51:53","guid":{"rendered":"https:\/\/www.employco.com\/blog\/?p=6356"},"modified":"2026-07-15T21:51:56","modified_gmt":"2026-07-16T02:51:56","slug":"hr-question-of-the-month-13","status":"publish","type":"post","link":"https:\/\/www.employco.com\/blog\/2026\/07\/15\/hr-question-of-the-month-13\/","title":{"rendered":"HR Question of the Month"},"content":{"rendered":"\n
\"HR<\/figure>\n\n\n\n
<\/div>\n\n\n\n

Question<\/strong>: Are all supervisors and managers classified as exempt and salaried?<\/p>\n\n\n\n\n\n\n\n

Answer<\/strong>: No. Simply giving an employee the title of manager or supervisor, or paying them on a salary basis, does not automatically make them exempt from overtime under the Fair Labor Standards Act (FLSA). To qualify for a federal exemption (other state regulations may apply), the employee must generally meet both the salary requirements and the applicable duties test, such as the executive<\/a>, administrative<\/a>, or professional<\/a> exemption. For example, an employee with a supervisor title who primarily performs the same work as hourly employees and has limited management authority may still be entitled to overtime pay. Employers should carefully evaluate each position based on the employee’s actual job duties rather than their job title or pay method.<\/p>\n\n\n\n

Contact us<\/a> for assistance with your FLSA exemption evaluations.<\/p>\n\n\n\n

Schedule a 15-minute call<\/a> with Griffen Wilson<\/mark><\/strong> for more information on our services.<\/p>\n\n\n\n

<\/p>\n","protected":false},"excerpt":{"rendered":"

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