Which characteristic defines an exempt employee under the Fair Labor Standards Act?

An exempt employee under the Fair Labor Standards Act (FLSA) is defined by certain characteristics that distinguish them from non-exempt employees. One of the key characteristics of exempt employees is their ability to exercise discretion and independent judgment in their work. This means that exempt employees typically have a higher level of responsibility and are often in positions that require critical thinking, decision-making, and operational discretion.

Exempt status often applies to roles that involve managerial tasks, professional duties, or administrative responsibilities. While the specifics can vary based on the type of job, generally, employees who are classified as exempt are not entitled to overtime pay and are instead compensated on a salary basis or receive other forms of compensation that reflect their role's complexity and responsibility.

In contrast, the other options characterize aspects of employment that do not inherently define exempt status. For instance, being paid hourly wages typically aligns with non-exempt status, which is subject to the FLSA's overtime provisions. Similarly, working fewer than thirty hours per week or having no managerial responsibilities does not automatically qualify an employee as exempt, as these attributes can apply to employees regardless of their exempt or non-exempt classification.