The FLSA provides certain protections for individuals who are classified as employees. Employees are considered “non-exempt,” i.e., eligible for all of those protections (minimum wage and overtime) unless they fall within specific exemptions. The burden of proof is on the employer to establish that employees fall within an exemption.
Colleges and universities often struggle with unique challenges in determining whether certain jobs are exempt. The exemptions below only focus on the requirements under the FLSA. There are often different and more restrictive requirements under state law that must be considered as well.
"Panel: Overtime Compensation an Pay Equity in Higher Education (CLE),"
Journal of Collective Bargaining in the Academy: Vol. 0
, Article 29.
Available at: http://thekeep.eiu.edu/jcba/vol0/iss12/29