Massachusetts Employment Law Blog

A common misconception is that paying a salary to an employee makes the employee exempt from the overtime requirements of the Fair Labor Standards Act (FLSA). In reality, many salaried employees do not qualify for any exemption from overtime obligations, and relying solely upon whether employees are paid a salary in classifying them as exempt or nonexempt will almost certainly result in misclassifications. In this video Massachusetts Employment Lawyer Maura E. Malone discusses the process of determining whether your employees are exempt or non-exempt and the risks of failing to properly classify them.

Want more information? Try some of our other resources on this topic:

• Wage & Hour Tip: Salaried Does Not Necessarily Mean Exempt From Overtime
• Caution: Administrative Assistants Only Rarely Are Exempt From Overtime Pay
• What Does Paid “On A Salary Basis” Mean?
• New Treble Damages Requirement Makes Compliance
  with Wage/Hour Laws Even More Critical
• Wage & Hour Tip: Certain Bonuses Must Be Included
  When Calculating Overtime Pay

Please feel free to contact any member of our Employment Law Group with any questions on Massachusetts wage payment laws.

MBBP’s Employment Law Clip Series provides quick, easy-to-digest snapshots of common Employment issues, as well as practical information on how to avoid complicated, expensive and time-consuming pitfalls. Stay tuned for the next topic on Restrictive Employment Agreements.