Editing State Laws (section)

== What's the Difference Between Exempt and Nonexempt Workers?<br>  ==

exempt employees一般是文职，不受劳工法最低薪资条例所限制，工作超时无法拿到加班工资。 

non-exempt employees一般是工厂里的技工或操作员，在劳工法最低工资条例管制之内，工作超时要付加班工资。<br> 

在美国，full time exempt employee的意思是老板如果要求员工加班, 是合法的，而且不用给加班费。 而员工拒绝加班也是合法的。老板可以无理由解雇员工，但是不能强迫员工加班，以员工拒绝加班为理由解雇员工。 

在美国的Non-exempt Employee(非豁免员工)是受"公平劳动法案"中超时条款保护的员工.这些员工如果一周的工作超过40小时，公司则需要支付他们1.5倍的工资。 

一般来说，美国公司内部大多数员工都属于这类员工，除了诸如经理、主管、外部营销人员、行政人员以及一些专业的人员(professionals)(如公司的医生、法律顾问)等，一般都属于非豁免员工（如公司生产线工人）。 

美国公平劳动标准法案(Fair Labor Standards Act)于1938年颁布生效，并自颁布之日起历经数次修改. 该法案的一条主要宗旨是确保美国的工人享受最低工资的保护，法律规定雇主必须保证工人的最低小时工资，并且如果工人每周工作超过40个小时，雇主必须为超过的时间向工人支付合理的加班工资（通常是1.5倍的工资）。 

于是，在办公场所催生出两种不同的员工：豁免员工(exempt employee)和非豁免员工(non-exempt employee)。这两种员工的关键区别在于豁免员工得到的是固定的周薪、双周薪、月薪或年薪，无论他们在固定的时间或一周或一个月内工作多少小时，而非豁免员工的薪水是按照小时计算的（虽然有些非豁免员工领取的是薪水）。但是，如果非豁免员工一周的工作时间超过40小时的话，需要支付加班费。 

对于exempt employee来说，如果拒绝加班，很有可能被放到公司的performance improvement plan或者下一次解雇(layoff)的名单上。被无理由解雇也不是没有可能，但是一般大公司都会先给一个30~60天的performance improvement plan，证明解雇的原因是员工的能力有问题，避免以后被告歧视。<br> 

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在美国，受《 公平劳动法案》 中超时条款保护的员工即是非豁免员工(Non-exempt Employee)。这些员工如果一周的工作超过40 小时，公司则需要支付他们1.5 倍的工资。<br>一般来说，公司内部大多数员工都属于这类员工，除了诸如经理、主管、外部营销人员、行政人员以及一些专业的人员（如公司的医生、法律顾问）等，一般都属于非豁免员工（如公司生产线工人）。<br>【评点】<br>在薪资结构里，非豁免员工是相对于豁免员工来说的，非豁免员工可以向雇主要求最低工资待遇，且需要给他们支付加班费，而对于豁免员工来说，雇主就不需要考虑这些方面的要求。<br>以下来自《人力资源全案》机械工业出版社作者：马克斯-梅斯默 

《公平劳动标准法案》于1938年颁布生效，并自颁布之日起历经数次修改，该法案的一条主要宗旨是确保美国的工人享受最低工资的保护，法律规定雇主必须保证工人的最低小时工资，并且如果工人每周工作超过40个小时，雇主必须为超过的时间向工人支付合理的加班工资（通常是15倍的工资）。于是，在办公场所催生出两种不同的员工：豁免员工和非豁免员工。这两种员工的关键区别在于豁免员工得到的是固定的周薪、双周薪、月薪或年薪，无论他们在固定的时间或一周或一个月内工作多少小时，而非豁免员工的薪水是按照小时计算的（虽然有些非豁免员工领取的是薪水）。但是，如果非豁免员工一周的工作时间超过40小时的话，需要支付加班费。<br> 

<br> 什么人是豁免员工及其理由<br> 

<br> 这种豁免/非豁免的区分是带有极端主观色彩的。例如，负责监督员工、管理某项预算或是需要超出规定的条条框框自行进行分析、判断、解决的工作，那么该职位就可能是豁免的，而像一些行政性的工作，如填写表格或只需要按照条条框框执行、无须自己再分析判断解决的工作，这样的职位可能就是非豁免的。 

如果你一直将某位员工归为豁免员工，而政府的劳工部门不认同你的划分方式，你将要向这名员工补发所有的加班费，时间要追溯到两到三年前。这笔补发款将会是很巨大的一笔数额。你采用什么样的方式划分员工的豁免身份，会因为你的企业身处行业的情况而变得很复杂。最好的解决办法是向你所在地区的劳动管理部门咨询，或是请教律师。如果这个问题没有妥善处理，将会给企业带来严重的后果。 

员工不可以放弃自己获得加班补偿的权力。因此，即使员工在协议中签字认可，放弃获得加班费，这样的协议也是毫无意义的。员工还可以在日后申诉，要求自己的非豁免的身份。<br> 

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[http://career-advice.monster.com/salary-benefits/salary-information/whats-the-difference-between-exempt/article.aspx http://career-advice.monster.com/salary-benefits/salary-information/whats-the-difference-between-exempt/article.aspx]<br>By Paul W. Barada, Monster Salary and Negotiation Expert 

Exempt and nonexempt: You've likely seen these terms when filling out an application, noticed them in job postings and heard them used in conversation. But if you're like most people, the difference between the two categories is fuzzy at best. Do you even know what exempt workers are exempt from? 

Let's start at the beginning. The Fair Labor Standards Act (FLSA) requires that employers classify jobs as either exempt or nonexempt. Nonexempt employees are covered by FLSA rules and regulations, and exempt employees are not. 

Different Compensation Structures 

'''Exempt positions''' are excluded from minimum wage, overtime regulations, and other rights and protections afforded nonexempt workers. Employers must pay a salary rather than an hourly wage for a position for it to be exempt. Typically, only executive, supervisory, '''professional '''or outside sales positions are exempt positions. 

'''Nonexempt employees''', as the term implies, are not exempt from FLSA requirements. Employees who fall within this category must be paid at least the federal minimum wage for each hour worked and given overtime pay of not less than one-and-a-half times their hourly rate for any hours worked beyond 40 each week. 

'''Tax Liability Differences''' 

Aside from the various tax brackets into which we all fall based on our income level, there is no difference in how exempt and nonexempt employees are taxed. For both categories of workers, all pay is “earned income” and therefore taxable to the wage earner based upon tax bracket. Income is income; it doesn't matter if it's earned by the hour or as an annual salary. 

'''Overtime Implications''' 

Exempt employees are generally expected to devote the number of hours necessary to complete their respective tasks, regardless of whether that requires 35 hours per week or 55 hours per week. Their compensation doesn't change based on actual hours expended. Exempt employees aren't paid extra for putting in more than 40 hours per week; they're paid for getting the job done. On the other hand, nonexempt employees must be paid overtime if they work more than 40 hours per workweek, so it often behooves employers to keep nonexempt employees' hours down. 

Workers' Rights and Benefits Implications? 

Generally speaking, nonexempt employees receive more protection under federal law than exempt employees. However, most employers treat their exempt and nonexempt employees in a similar manner. The primary pieces of federal legislation that apply to the workplace are the right to a safe and healthful work environment, the right to equal employment opportunities, and the rights provided under the Family and Medical Leave Act and federal child labor laws. These laws apply to exempt and nonexempt workers alike. 

'''Unemployment Implications''' 

Although unemployment benefits vary from state to state, generally both exempt and nonexempt employees can collect unemployment benefits. But to be sure just what those benefits include, check with your state's Department of Labor. 

So Which Is Better? 

That depends on you. Some workers would rather be employed in nonexempt positions to ensure they're paid for every hour they work. Others prefer the latitude that comes with salaried positions. For example, most nonexempt employees are going to be held to a more stringent standard regarding things like casual time. Exempt employees can ordinarily spend a reasonable amount of time around the watercooler without incurring the boss's wrath; nonexempt employees' time tends be more closely monitored, and designated breaks are allowed only at certain times during the workday. 

Generally,'''exempt employees are paid more than nonexempt employees, because they are expected to complete tasks regardless of the hours required to do them'''. If staying late or coming in early is required to do the job, exempt employees are frequently expected to do just that. Nonexempt employees typically work only the prescribed number of hours. 

This article is intended to be a primer on this issue, but HR laws and regulations can be enormously complex. For more information, visit the Department of Labor's Web page that addresses these issues. <br> 

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