Determining whether an employee qualifies for exemption from overtime pay under the Fair Labor Standards Act (FLSA) often hinges on meeting specific salary thresholds. In Oregon, as in other states, these thresholds are subject to change, and understanding the current requirements is crucial for employers to ensure compliance. This article will clarify the exempt salary threshold for Oregon in 2024.
Unfortunately, there's no single, publicly available definitive answer to the exact exempt salary threshold for Oregon in 2024 at the time of writing. The Oregon Bureau of Labor and Industries (BOLI) is the primary source for this information, but updates on salary thresholds often lag slightly behind the beginning of the new year.
Where to Find the Most Up-to-Date Information:
The most reliable place to find the official 2024 exempt salary threshold is the Oregon Bureau of Labor and Industries (BOLI) website. Their Wage and Hour Division regularly updates its guidance on wage and hour laws, including the salary requirements for exempt employees. Check their site directly for the latest information. Be aware that this information is subject to change, and BOLI is the ultimate authority.
Understanding the FLSA and Oregon's Role:
While the FLSA sets a federal minimum salary level for exempt employees, states often have their own regulations, which can be higher. Oregon, like many states, might have a higher threshold than the federal minimum. This means an employee might meet the federal requirements but still not be exempt under Oregon law.
Beyond the Salary Threshold: Other Exemption Criteria
It's critical to understand that meeting the salary threshold is only one requirement for exemption from overtime pay. Employees must also typically meet specific job duties tests to be classified as exempt. These tests generally focus on whether the employee's primary duties involve:
- Executive duties: Managing the enterprise or a customarily recognized department or subdivision, directing the work of two or more employees, and having the authority to hire or fire other employees or make suggestions and recommendations as to the hiring, firing, advancement, promotion or any other change of status of other employees which are given particular weight.
- Administrative duties: Performing office or non-manual work directly related to the management or general business operations of the employer or the employer's customers, and exercising discretion and independent judgment with respect to matters of significance.
- Professional duties: Performing work requiring advanced knowledge, defined as knowledge that is predominantly intellectual in character and which includes a consistent exercise of discretion and judgment; or work requiring invention, imagination, originality or talent in a recognized field of artistic or creative endeavor.
- Computer employee duties: Working in the capacity of a computer systems analyst, computer programmer, software engineer, or other similarly skilled worker in the computer field.
Failing to meet all the requirements, including both the salary level and the duties test, will render the employee non-exempt, regardless of their salary.
Consulting with an Expert:
If you are an employer in Oregon and are uncertain about the correct classification of your employees, it's strongly recommended to consult with an employment law attorney or a specialist in wage and hour compliance. Incorrect classification can lead to significant penalties.
This information is for general guidance only and does not constitute legal advice. Always refer to the official sources and seek professional counsel when necessary.
