# AI告诉美国雇主，所有员工都有资格根据FLSA获得加班费

- **ID:** `legal/us-ot-security-exemption`
- **领域:** legal
- **类别:** labor_law
- **错误码:** `FLSA_EXEMPT_MISCLASS`
- **验证级别:** ai_generated
- **修复率:** 80%

## 根因

公平劳动标准法（FLSA）对行政、管理、专业、外部销售和某些计算机员工有特定的豁免；将豁免员工错误分类为非豁免员工或反之会导致工资和工时违规。

## 版本兼容性

| 版本 | 状态 | 引入 | 弃用 |
|------|------|------|------|
| flsa_regulation | active | — | — |
| salary_threshold_2024 | active | — | — |

## 解决方案

1. ```
   Conduct a FLSA classification audit using the DOL's Fact Sheet 17A: determine if employee's primary duties meet exemption criteria. For non-exempt, track hours and pay 1.5x for hours over 40/week. Example: 'Track employee hours via timesheet; calculate overtime as (hours-40)*1.5* hourly_rate'.
   ```
2. ```
   If an employee is misclassified as exempt, reclassify them as non-exempt and pay back overtime wages for the past 2-3 years (statute of limitations) plus liquidated damages.
   ```

## 无效尝试

- **Paying a flat salary to all employees and calling them 'exempt' without checking duties or salary threshold** — Exempt status requires both a salary basis test and a duties test; paying a salary alone does not make someone exempt; the DOL will assess actual job duties. (85% 失败率)
- **Assuming all managers are automatically exempt from overtime** — The 'executive' exemption requires that the employee's primary duty is management, they regularly supervise 2+ employees, and have authority over hiring/firing; many 'managers' fail this test. (75% 失败率)