Overtime eligibility

Correct Answer: Job classification as non-exempt under FLSA regulations.

Job classification as non-exempt under FLSA regulations determines an employee's eligibility for overtime pay because non-exempt employees are entitled to overtime. The other factors, such as an employee's tenure with the company, the volume of sales they generate, and their annual salary alone, do not directly determine overtime eligibility under the FLSA.

Correct Answer: A non-exempt employee earning below the salary threshold and performing non-managerial duties.

Under the Fair Labor Standards Act (FLSA), non-exempt employees are eligible for overtime pay when they work more than 40 hours in a workweek. This eligibility is typically based on their salary falling below a certain threshold and them not performing managerial or supervisory duties. The correct answer accurately describes these criteria. The other options describe exempt employees: an exempt employee supervising a team and earning above the salary threshold, a salaried manager with supervisory responsibilities regardless of salary, and a commissioned sales associate who might qualify for exemption based on their sales role and compensation structure. These roles do not qualify for overtime pay under FLSA regulations.

Correct Answer: Their classification as non-exempt based on salary and job duties

Under the Fair Labor Standards Act (FLSA), an employee's eligibility for overtime pay is primarily determined by their classification as non-exempt based on salary and job duties. Non-exempt employees are entitled to overtime pay for hours worked beyond the standard workweek. The total number of hours worked each week influences overtime eligibility but is secondary to the employee's classification. The amount of salary received annually and the employee's tenure with the organization do not directly determine overtime eligibility.