Employment Standards Administration

Presentación del tema: "Employment Standards Administration"— Transcripción de la presentación:

1 Employment Standards Administration
4/6/2017 Ley de Normas Razonables de Trabajo: Exenciones para Ejecutivos, Administradores y Profesionales Wage and Hour Division Employment Standards Administration U.S. Department of Labor U.S. Department of Labor, Wage and Hour Division

2 Ley de Normas Razonables de Trabajo
4/6/2017 Ley de Normas Razonables de Trabajo Salario Mínimo Federal: $7.25/hora vigente el 24 de julio de 2009 Pago de Sobretiempo: a tiempo y medio de la tasa regular de pago por hora por todas las horas trabajadas en exceso de 40 horas en una semana laboral The FLSA requires that most employees in the United States be paid at least the Federal minimum wage and overtime pay at time and one-half their regular rate of pay after 40 hours in a workweek. U.S. Department of Labor, Wage and Hour Division

3 Exenciones para empleados profesionales
4/6/2017 Exenciones para empleados profesionales La Seccion 13(a)(1) de la FLSA provee una exención del pago del salario mínimo y de sobretiempo para empleados ocupados de buena fe como: Ejecutivos; Administradores; Profesionales; o Vendedores fuera del establecimiento Ciertos empleados de la informática podrían estar exentos como profesionales bajo la Sección 13(a)(1) o bajo la Sección 13(a)(17) de la FLSA. However, Section 13(a)(1) of the FLSA provides an exemption from both minimum wage and overtime pay for employees employed as bona fide executive, administrative, professional and outside sales employees. Section 13(a)(1) and Section 13(a)(17) also exempt certain computer employees. U.S. Department of Labor, Wage and Hour Division

4 Tres Pruebas para la Exención
4/6/2017 Tres Pruebas para la Exención Cantidad del Sueldo Sueldo Fijo Cargos To qualify for exemption, employees must meet three tests for each exemption: An exempt employee must earn a minimum amount. The minimum amount must be paid on a salary basis. In addition, exempt employees must perform certain executive, administrative or professional job duties set forth in the regulation. U.S. Department of Labor, Wage and Hour Division

5 4/6/2017 Sueldo This section of the seminar provides information on the salary level requirement. U.S. Department of Labor, Wage and Hour Division

6 4/6/2017 Sueldo Mínimo: $455 Para la mayoría de los empleados, el nivel de sueldo mínimo exigido para la exención es de $455 por semana. Este sueldo debe ser incondicional (“free and clear”) Los $455 por semana pueden pagarse en cantidades equivalentes para períodos de más de 1 semana: Bisemanal: $910 Quincenal: $985.83 Mensual: $1,971.66 The minimum salary level required for exemption is $455 per week, which must be paid “free and clear” – that is, the $455 can not include the value of any non-cash items that an employer may furnish to an employee, like board, lodging or other facilities (for example, meals furnished to employees of restaurants). For employers that have adopted pay periods longer than one week, the equivalent of the $455 per week salary level is $910 for biweekly pay periods; $985.83, for semimonthly pay periods; and $1,971.66, for monthly pay periods. U.S. Department of Labor, Wage and Hour Division

7 Prueba para Empleados que reciben Sueldos Altos
4/6/2017 Prueba para Empleados que reciben Sueldos Altos Compensación anual de al menos $100,000 No menos de $455 por semana a pagarse a base de sueldo o a base de honorarios o tarifas Realiza trabajo de oficina o trabajo no manual Regularmente realiza al menos una de los/las cargos/faenas exentos o cargos de un ejecutivo, administrador o profesional exento identificadas en las pruebas para la exención The regulations also recognize that highly compensated employees performing office or non-manual work and paid total annual compensation of $100,000 or more, which must include at least $455 per week paid on a salary or fee basis, are exempt if they customarily and regularly perform at least one of the exempt duties or responsibilities of an exempt executive, administrative or professional employee identified in the standard tests for exemption. U.S. Department of Labor, Wage and Hour Division

8 Compensación Total Anual
4/6/2017 Compensación Total Anual La compensación total anual incluye: Comisiones Primas no discrecionales Cualquier otra compensación no discrecional ganada durante un período de 52 semanas La compensación total anual no incluye: Crédito por alojamiento u otras comodidades Pagos por seguros de salud y vida Contribuciones a planes de jubilación o beneficios marginales Total annual compensation includes commissions, nondiscretionary bonuses and other nondiscretionary compensation earned during a 52-week period, but does not include credit for board, lodging and other facilities, payments for medical or life insurance, or contributions to retirement plans or other fringe benefits. U.S. Department of Labor, Wage and Hour Division

9 Tarifa diferencial y prorrateo
4/6/2017 Tarifa diferencial y prorrateo Si la compensación total anual no llega a los $100,000 al final del año: El empleador puede, dentro de un mes después de terminar el año, pagar la diferencia para así completar los $100,000 exigidos, o El empleado será examinado para la exención bajo la prueba de cargos Los $100,000 podrán ser prorrateados para empleados que no hayan trabajado el año completo El empleador podrá utilizar cualquier período de 52 semanas para establecer el año Special rules allow for prorating the annual compensation if employees work only part of the year, and allow the employer to make one final payment within one month after the end of the year to satisfy the required $100,000 annual amount. Employees whose compensation does not equal $100,000 by the end of the year can still be tested for exemption on the standard duties tests. U.S. Department of Labor, Wage and Hour Division

10 Trabajo de Oficina, o no manual
4/6/2017 Trabajo de Oficina, o no manual La prueba de sueldos altos no estará disponible para: Empleados de línea de producción Empleados de mantenimiento, construcción y en ocupaciones semejantes como la de: carpinteros, electricistas, mecánicos, plomeros, herreros, artesanos, ingenieros de operación, obreros portuarios, etc. Otros empleados que realizan trabajo que involucran operaciones repetidas con las manos, habilidades físicas y energía The highly compensated test is not available for non-management production line workers and non-management employees in maintenance, construction and similar occupations such as carpenters, electricians, mechanics, plumbers, iron workers, craftsmen, operating engineers, longshoremen, construction workers, laborers and other employees who perform work involving repetitive operations with their hands, physical skill and energy. U.S. Department of Labor, Wage and Hour Division

11 Habitual y Regularmente
4/6/2017 Habitual y Regularmente Con una frecuencia que debe ser superior a ocasionalmente pero inferior a constantemente Incluye trabajo normal y recurrentemente realizado cada semana laboral No incluye faenas aisladas o que se realizan una sola vez The phrase “customarily and regularly” means a frequency that must be greater than occasional but which may be less than constant. Tasks or work performed “customarily and regularly” include work normally and recurrently performed every workweek; it does not include isolated or one-time tasks. If a highly compensated “white collar” employee customarily and regularly performs one or more exempt duties, detailed analysis of all the job duties performed is not necessary. For example, an employee may qualify as a highly compensated executive employee if the employee customarily and regularly directs the work of two or more other employees, even though the employee does not meet all of the other requirements in the standard test for exemption as an executive. U.S. Department of Labor, Wage and Hour Division

12 4/6/2017 Sueldo Fijo In addition to the minimum salary level, an exempt employee also must be paid on a salary basis. U.S. Department of Labor, Wage and Hour Division

13 4/6/2017 Prueba de Sueldo Fijo Regularmente recibe una cantidad predeterminada como compensación cada período de paga La compensación no puede ser reducida debido a variaciones en la calidad o cantidad de trabajo realizado El empleado debe recibir su sueldo completo cada semana que realice cualquier trabajo No se exige pago en semanas cuando el empleado no realice trabajo alguno Generally, “salary basis” means that an exempt employee must regularly receive, each pay period and on a weekly or less frequent basis, a “predetermined amount” of compensation that cannot be reduced because of variations in the quality or quantity of work performed. But for a few identified exceptions, the exempt employee must receive the full salary for any week in which the employee performs any work, regardless of the number of days or hours worked. However, exempt employees need not be paid for any workweek when they perform no work. U.S. Department of Labor, Wage and Hour Division

14 Deducciones del Sueldo
4/6/2017 Deducciones del Sueldo Al empleado no se le considera compensado a base de un sueldo si se hacen deducciones de su sueldo predeterminado debido a ausencias ocasionadas por el empleador o por exigencias operacionales del negocio Si el empleado está listo, disponible y apto para trabajar, no se le pueden hacer deducciones por el tiempo en que no haya trabajo disponible para él An employee is not paid on a salary basis if the employer makes deductions from the predetermined salary, for example, for absences caused by the employer or because of the operating requirements of the business. If the employee is ready, willing and able to work, deductions may not be made for time when work is not available. U.S. Department of Labor, Wage and Hour Division

15 Deducciones del Sueldo Permitidas
4/6/2017 Deducciones del Sueldo Permitidas Existen 7 excepciones a la regla de no deducciones: Ausencias por días enteros por razones personales salvo por enfermedad o incapacidad Ausencias por días enteros debido a enfermedad o incapacidad si estas deducciones se realizan conforme a un plan de buena fe, política o práctica de proveer remplazo de sueldo por este tipo de ausencias Para compensar cualquier cantidad recibida como pago por servicios de jurado, testigo o paga por servicios militares The regulations contain seven exceptions to this salary basis, “no pay-docking” rule. Employers may make deductions from salary of exempt employees in the following situations: An absence from work for one or more full days for personal reasons, other than sickness or disability An absence from work for one or more full days due to sickness or disability if deductions made under a bona fide plan, policy or practice of providing wage replacement benefits for these types of absences To offset any amounts received as payment for jury fees, witness fees, or military pay U.S. Department of Labor, Wage and Hour Division

16 Deducciones del Sueldo Permitidas
4/6/2017 Deducciones del Sueldo Permitidas Existen 7 excepciones a la regla de no deducciones: Penalidades impuestas de buena fe por violar reglas de seguridad significativas Suspensión disciplinaria sin paga por uno o más días impuesta de buena fe por violación a las reglas de conducta Paga proporcional al sueldo total del empleado podrá pagarse en la primera y última semana de empleo Ausencia sin paga tomada bajo la Ley de Ausencia Familiar y Médica (FMLA) Penalties imposed in good faith for violating safety rules of “major significance,” such as “no smoking” rules in explosive plants, oil refineries and coal mines Unpaid disciplinary suspension of one or more full days imposed in good faith for violations of workplace conduct rules, such as rules prohibiting sexual harassment or workplace violence Proportionate part of an employee’s full salary may be paid for time actually worked in the first and last weeks of employment Unpaid leave under the Family and Medical Leave Act U.S. Department of Labor, Wage and Hour Division

17 Deducciones Indebidas – Ejemplos:
4/6/2017 Deducciones Indebidas – Ejemplos: Deducción por ausencia parcial para asistir a una conferencia de padres y maestros Deducción de sueldo porque el negocio estaba cerrado debido a inclemencias del tiempo Deducción de tres días de paga porque el empleado se ausentó porque se encontraba sirviendo de jurado, en vez de compensar la diferencia de lo que el empleado recibió por sus servicios de jurado Deducción por ausencia por dos días debido a una enfermedad menor cuando el empleador no provee beneficios de remplazo de sueldo por dichas ausencias One important point to note is that deductions are allowed for certain types of absences are for “one or more full days.” This means a deduction may be taken from the salary under this language only in full-day increments. Deductions for partial-day absences violate the salary basis rule generally, except those occurring in the first or final week of someone’s employment or for unpaid leave taken under the Family and Medical Leave Act. So, for example, if an employee is absent for one and a half days to handle personal affairs, the employer may only deduct for the one full-day absence. The employee must receive a full day’s pay for the partial day worked to meet the salary basis rule. Other examples of improper deductions are listed on this slide, including: a deduction of a day of pay because the employer was closed due to inclement weather; a deduction of three days of pay because the employee was absent from work for jury duty; and a deduction for a two day absence due to a minor illness when the employer does not provide wage replacement benefits for such absences. U.S. Department of Labor, Wage and Hour Division

18 Efecto de las Deducciones Indebidas
4/6/2017 Efecto de las Deducciones Indebidas Una práctica real de hacer deducciones indebidas de sueldo resultará en la pérdida de la exención: Durante el período de tiempo en que dichas deducciones fueron hechas Para empleados en la misma clasificación de puesto Trabajando para los mismos gerentes responsables de las deducciones indebidas Deducciones indebidas aisladas o inadvertidas no resultarán en la pérdida de la exención si el empleador le hace un rembolso al empleado What is the effect on an employee’s exemption status if an employer makes improper deductions from the salary? If the facts show that the employer had an actual practice of making improper deductions from salary, the exemption will be lost, and overtime pay due for hours worked over 40 per week during the time period in which improper deductions were made, to employees in the same job classifications and who work for the same managers responsible for the actual improper deductions. Employees in other, different job classifications, or working for other, different managers, would not lose their exempt status. Isolated or inadvertent improper deductions, however, will not result in the loss of exempt status if the employer reimburses the employee for the improper deduction. U.S. Department of Labor, Wage and Hour Division

19 Práctica Real Factores incluyen, pero no están limitados a:
4/6/2017 Práctica Real Factores incluyen, pero no están limitados a: Número de deducciones indebidas, particularmente cuando las comparamos con el número de infracciones por disciplina Período de tiempo durante el cual el empleador realizó las deducciones indebidas Número y localidad geográfica de los empleados que recibieron deducciones indebidas de su sueldo y los gerentes responsables por estas Si el empleador tiene una política clara permitiendo o prohibiendo deducciones indebidas A key term here is actual practice. Factors considered when determining an actual practice include, but are not limited to: the number of improper deductions; the time period during which the employer made improper deductions; the number and geographic location of both the employees whose salaries were improperly reduced and the managers responsible for making the improper deductions; and whether the employer has a clearly communicated policy permitting or prohibiting improper deductions. U.S. Department of Labor, Wage and Hour Division

20 Ejemplo: Efecto de las Deducciones Indebidas
4/6/2017 Ejemplo: Efecto de las Deducciones Indebidas Si el Gerente A ha realizado descuentos al salario del Ingeniero A en cada uno de los 12 días en que Ing A llegó tarde al trabajo durante los últimos 3 meses, entonces podría perder la exención para Ing A e Ing B durante esos 3 meses, pero no para el Químico ni para los Ingenieros C y D This slide includes an example to illustrate the effect of improper deductions. In the example, a manager who supervises two engineers and one chemist has docked the pay of an engineer on each of 12 days when the engineer arrived late for work during the last 3 months. Because this is an actual practice of making pay deductions, the exemption would be lost for the engineer whose pay was actually docked and for the other engineer supervised by that same manager. However, the exemption is not lost for the chemist supervised by the manager who made the improper pay deductions or for the engineers who are supervised by another manager. The employer would owe overtime pay for all hours worked over 40 per week during the 3 months that the manager made the improper pay deductions. U.S. Department of Labor, Wage and Hour Division

21 Puerto Seguro La exención no se perderá si el empleador:
4/6/2017 Puerto Seguro La exención no se perderá si el empleador: Tiene y ha comunicado una política clara prohibiendo deducciones indebidas e incluyendo un mecanismo para las querellas; Rembolsa a sus empleados por cualquier deducción indebida; y Hace un compromiso de buena fe de cumplimiento futuro A menos que el empleador intencionalmente viole la política al continuar haciendo deducciones indebidas después de recibir querellas de sus empleados The regulations provide a safe harbor for employers who have a clearly communicated policy prohibiting improper deductions. If an employer (1) has such a clearly communicated policy which prohibits improper deductions and includes a complaint mechanism, (2) reimburses employees for any improper deductions, and (3) makes a good faith commitment to comply in the future, then the employer will not lose the exemption for any employees unless the employer willfully violates the policy by continuing to make improper deductions after receiving employee complaints. U.S. Department of Labor, Wage and Hour Division

22 Política Claramente Comunicada
4/6/2017 Política Claramente Comunicada La mejor prueba de una política claramente comunicada es una política escrita distribuida a sus empleados antes de que las deducciones indebidas tengan lugar, como por ejemplo: Proveyendo ejemplares de la política a los empleados al momento de su reclutamiento Publicando la política en el manual de empleado Publicando la política en la página virtual del empleador (“web page”) The best evidence of a clearly communicated policy is a written one distributed to employees before the improper pay deductions occur, for example, by providing a copy of the policy to employees when they are hired, publishing it in an employee handbook or distributing it to employees over the employer’s Intranet. U.S. Department of Labor, Wage and Hour Division

23 Prácticas de Nómina de Pago que no Violan la Prueba de Sueldo Fijo
4/6/2017 Prácticas de Nómina de Pago que no Violan la Prueba de Sueldo Fijo Hacer deducciones de los balances acumulados de licencias con paga a los empleados exentos Exigirles a los empleados exentos el mantener un récord de horas trabajadas Exigirles a los empleados exentos trabajar un horario fijo o específico Ejecutar cambios de horarios de buena fe y equitativos A number of common payroll and recordkeeping practices are allowed that do not call into question whether someone is paid on a salary basis. For example: taking deductions from exempt employees’ accrued leave accounts; requiring exempt employees to keep track of and record their hours worked; requiring exempt employees to work a specified schedule; and implement bona fide, across-the-board changes in schedules. U.S. Department of Labor, Wage and Hour Division

24 Compensación Adicional
4/6/2017 Compensación Adicional El empleador puede proveer compensación adicional al salario mínimo garantizado de $455 como: Comisiones Primas Paga adicional por horas trabajadas en exceso de su semana normal de trabajo Another common question that arises is whether exempt salaried employees may be paid additional compensation, without affecting their exempt salaried status. An employer may provide additional compensation besides the minimum guaranteed salary to an exempt employee without losing the exemption or violating the salary basis test, as long as the employment arrangement includes a guarantee that at least the minimum $455 weekly amount will be paid on a salary basis. For example, an exempt employee guaranteed at least $455 each week on a salary basis may also receive additional compensation for working beyond the normal workweek, which may be paid on any basis such as a flat sum, bonus payment, a straight-time hourly amount, time and one-half, or any other basis, and can include paid time off. Similarly, the exemption is not lost if an exempt employee who is guaranteed at least $455 each week on a salary basis also receives additional compensation in the form of commissions on sales or a percentage of the profits. U.S. Department of Labor, Wage and Hour Division

25 A Base de Horas, Días o Turnos
4/6/2017 A Base de Horas, Días o Turnos El reglamento permite que el sueldo de los empleados se compute a base de horas, días o turnos, si el empleador: Garantiza al menos un sueldo fijo de $455 por semana, independientemente del número de horas, días o turnos trabajados; y Existe una relación razonable entre la cantidad garantizada y lo que en realidad devengó In addition, an employer can calculate an exempt employee’s earnings on an hourly, daily or shift basis, without losing the exemption or violating the salary basis requirement, if the employer guarantees that at least the minimum weekly required amount will be paid on a salary basis regardless of the number of hours, days or shifts worked, and there is a “reasonable relationship” between the guaranteed amount and the amount actually earned. U.S. Department of Labor, Wage and Hour Division

26 4/6/2017 Relación Razonable “Relación razonable” significa que el sueldo semanal garantizado es equivalente a lo que el empleado usualmente gana al tipo por hora, por día o por honorarios o tarifa Por ejemplo, a un empleado exento al que se le garantizan $500 por semana y que normalmente trabaja cuatro o cinco turnos cada semana, se le puede pagar $150 por turno sin violar la exigencia de que se le pague a base de un sueldo “Reasonable relationship” means the weekly guarantee is roughly equivalent to the employee’s usual earnings at the assigned hourly, daily or shift rate for the employee’s normal scheduled workweek. For example, an exempt employee guaranteed at least $500 per week and who normally works four or five shifts each week, may be paid $150 per shift without violating the salary basis requirement. The reasonable relationship requirement applies only to situations where the employee’s pay is computed on an hourly, daily or shift basis; it does not apply, for example, to an exempt store manager paid a guaranteed salary of $650 per week who also receives a commission on store sales or profits, which in some weeks may equal or even exceed the guaranteed salary without violating the salary basis requirement. U.S. Department of Labor, Wage and Hour Division

27 A Base de Honorarios o Tarifas
4/6/2017 A Base de Honorarios o Tarifas Empleados administrativos y profesionales pueden también ser compensados a base de honorarios o tarifas Un empleado es compensado a base de honorarios o tarifas si a éste se le paga una suma de dinero acordada por realizar un trabajo en particular, independientemente del tiempo que le tome terminar ese trabajo El pago a base de tarifas no está disponible para una serie de trabajos “no únicos”, repetidos un número indefinido de veces, por el que el pago se repite de manera idéntica una y otra vez Administrative and professional employees may also be paid on a fee basis rather than on a salary basis. An employee is paid on a “fee basis” if the employee is paid an agreed sum for completing a single and unique job, regardless of the time required to complete the work. Payment on a “fee basis” is not available for a series of non-unique jobs repeated an indefinite number of times for which payment on an identical basis is made over and over again. Payments based on the number of hours or days worked and not on the accomplishment of a single, unique task are not payments on a fee basis. U.S. Department of Labor, Wage and Hour Division

28 A Base de Honorarios o Tarifas
4/6/2017 A Base de Honorarios o Tarifas El pago de honorarios o tarifas cumple con la exigencia de sueldo fijo mínimo exigido para la exención si, basado en el tiempo que se toma terminar el trabajo, los honorarios o las tarifas equivaldrían al menos a $455 por semana si el empleado hubiera trabajado 40 horas Ejemplo: A un artista se le pagan $250 por pintar un cuadro que le tomó 20 horas terminar, el equivalente a $12.50 por hora Debido a que trabajando 40 horas a $12.50 por hora llegaría al artista a ganar $500, el pago por tarifa cumple con el requisito de sueldo para la exención To test whether a fee payment meets the minimum level required, consider the time worked to complete the job and determine if the payment is at a rate that would yield at least $455 per week if the employee worked 40 hours. For example, an artist paid $250 to paint a portrait that took 20 hours to complete meets the minimum salary requirement since the rate would yield $500 if 40 hours were worked. U.S. Department of Labor, Wage and Hour Division

29 Falta de Exigencia de Sueldo
4/6/2017 Falta de Exigencia de Sueldo Las pruebas de cantidad de sueldo y sueldo fijo no se aplican a: Vendedores fuera del establecimiento Médicos Abogados Maestros Ciertas ocupaciones relacionadas a empleados de la informática a los que se les paga al menos $27.63 por hora The salary level and salary basis requirements described in this seminar do not apply to outside sales employees, licensed or certified doctors, lawyers and teachers. Employees in these occupations are exempt regardless of their salary. In addition, Section 13(a)(17) of the FLSA exempts hourly paid employees in certain computer-related occupations if they are paid at least $27.63 per hour. U.S. Department of Labor, Wage and Hour Division

30 Repaso Sueldo Mínimo: $455 por semana
4/6/2017 Repaso Sueldo Mínimo: $455 por semana Empleados que reciben sueldos altos: $100,000 por año A Base de Sueldo: Una cantidad predeterminada pagada cada semana que el empleado haya realizado cualquier trabajo, la cual no está sujeta a reducción debido a variaciones en la calidad o cantidad del trabajo realizado Las pruebas de cantidad de sueldo y sueldo fijo no se aplican a los vendedores fuera del establecimiento, médicos, abogados, maestros y ciertos empleos relacionados con la informática a los que se les paga al menos $27.63 por hora Let’s take a few minutes to review the salary requirements for exemption. To qualify as exempt, most employees must be paid at least $455 per week on a salary basis. Generally, an exempt employee paid “on a salary basis” must regularly receive a predetermined amount each pay period, which is not reduced due to variations in the quality or quantity of work performed. While exempt employees do not have to be paid for any workweek when they perform no work, except for a few identified permissible exceptions, exempt employees must generally receive their full predetermined salary for any week in which they perform any work regardless of the number of days or hours worked. Certain highly compensated “white collar” employees performing office or non-manual work and paid total annual compensation of $100,000 or more, if it includes at least $455 per week paid on a salary or fee basis, may be exempt if they customarily and regularly perform at least one of the exempt duties or responsibilities in the standard tests for exemption as an executive, administrative, or professional employee. U.S. Department of Labor, Wage and Hour Division

31 4/6/2017 Ejecutivos In addition to the salary requirements, exempt employees must perform executive, administrative or professional duties set forth in the regulations. The next section discusses the duties requirements for the executive exemption. U.S. Department of Labor, Wage and Hour Division

32 Ejecutivos – Cargos/Faenas
4/6/2017 Ejecutivos – Cargos/Faenas Cargo/Faena Principal es la administración de la empresa o de un departamento reconocido o subdivisión de éste; Habitual y regularmente dirige el trabajo de dos o más empleados; y Tiene autoridad para reclutar y despedir empleados, o se le da particular peso a sus sugerencias y recomendaciones con relación al reclutamiento, despido, aumento, promoción u otros cambios de condiciones de los empleados. Ademas del requisito de salario, la exencion de ejecutivo aplica solo si la persona cumple con las siguientes tres tareas: 1)su tarea principal debe ser administrar la empresa o un departamento o subdivision; 2)regularmente dirige el trabajo de 2 o mas empleados; 3) debe tener la autoridad de reclutar o despedir empleados, o que sus sugerencias y recomendaciones para reclutar, despedir, promover, o cualquier otro cambio en el status de otros emplelados se le de particular peso o importancia. In addition to the salary requirements, the executive exemption applies only if the following three duties requirements are met: 1) the employee’s primary duty must be management; 2) the employee must customarily and regularly direct the work of two or more employees; and 3) the employee must have the authority to hire or fire other employees, or have her suggestions and recommendations as to hiring, firing, advancement, promotion or any other change of status be given particular weight. There are a number of important terms in these duties. Let’s explore them. U.S. Department of Labor, Wage and Hour Division

33 Cargo/Faena Principal
4/6/2017 Cargo/Faena Principal Es el cargo primaria, principal o más importante que el empleado realiza Los factores a considerar incluyen, pero no están limitados a: Importancia relativa de las faenas exentas; Cantidad de tiempo dedicado a trabajo exento; Libertad relativa de supervisión directa; y Relación entre el sueldo del empleado y los sueldos recibidos por otros empleados no exentos por el mismo tipo de trabajo no exento Primary duty means the principal, main, major or most important duty that the employee performs. An employee’s primary duty is determined by looking at all the facts, with the major emphasis on the character of the employee’s job as a whole. Important factors to consider when determining the primary duty include: the relative importance of the exempt duties as compared with other types of duties; the amount of time spent performing exempt work; the employee’s relative freedom from direct supervision; and the relationship between the employee’s salary and the wages paid to other non-exempt workers for the same kind of nonexempt work. U.S. Department of Labor, Wage and Hour Division

34 Cargo/Faena Principal
4/6/2017 Cargo/Faena Principal Empleados que dedican más de 50% de su tiempo realizando trabajo exento, generalmente satisfacen la exigencia de “cargo/faena principal” Sin embargo, el reglamento no exige que un empleado exento dedique más de 50% de su tiempo realizando trabajo exento The amount of time spent performing exempt work can be a useful guide, and employees who spend more than 50 percent of their time performing exempt work generally will satisfy the primary duty requirement. Time alone, however, is not the sole test, and nothing in the regulations requires exempt employees to spend more than 50 percent of their time performing exempt work. U.S. Department of Labor, Wage and Hour Division

35 Administración Entrevistar, seleccionar y adiestrar empleados
4/6/2017 Administración Entrevistar, seleccionar y adiestrar empleados Establecer y ajustar la paga y horas de trabajo Llevar contabilidad/documentación o registros de producción o ventas Evaluar la productividad y eficiencia de los empleados Manejar querellas/reclamaciones de empleados Disciplinar empleados Planificar y asignar trabajo The regulations define the term management by listing a number of examples of management activities, most of which are listed on the next two slides. Management includes activities related to supervising employees such as interviewing, selecting, and training of employees; setting and adjusting pay rates and work hours; conducting performance appraisals; handling employee complaints and grievances; and disciplining employees. Management also includes other functions related to running or servicing a business such as determining the merchandise to be bought, stocked and sold; planning and controlling the budget; and monitoring or implementing legal compliance measures. U.S. Department of Labor, Wage and Hour Division

36 4/6/2017 Administración Determinar las técnicas a ser utilizadas; tipo de material, maquinaria, equipo o herramientas a ser utilizadas; mercancía para ser comprada, almacenada y vendida Vigilar por la salud y seguridad de empleados y propiedad Planificar y controlar el presupuesto Verificar con frecuencia o ejecutar medidas de cumplimiento con exigencias legales U.S. Department of Labor, Wage and Hour Division

37 Departamento o Subdivisión
4/6/2017 Departamento o Subdivisión Un departamento o subdivision reconocido debe tener una condición permanente y función continua No tiene que estar físicamente dentro del establecimiento y podría trasladarse de un lugar a otro La continuidad del mismo personal subordinado no es esencial para la existencia de una unidad reconocida El empleado a cargo de una sucursal está a cargo de una subdivisión reconocida No incluye una simple colección de empleados asignados de vez en cuando para realizar un trabajo específico An exempt executive must manage the entire business or have management responsibility over a “customarily recognized department or subdivision” of the business. A “department or subdivision” is a subpart of the business which has “a permanent status and continuing function.” The subdivision need not be physically within the employer’s establishment and may move from place to place. The mere fact that the employee works in more than one location does not invalidate the exemption. In addition, if an executive supervises employees in a recognized unit, it does not matter if some of the employees are drawn from other recognized units. On the other hand, a mere collection of employees assigned from time to time to a specific job or series of jobs is not a recognized subdivision. U.S. Department of Labor, Wage and Hour Division

38 Departamento o Subdivisión
4/6/2017 Departamento o Subdivisión Ejemplo de departamentos o subdivisiones generalmente reconocidos: This definition may sound complex, so let’s look at two examples on the slide. A corporation may have several large departments such as finance, legal, marketing, and human resources, each of which is a customarily recognized department. But recognized subdivisions also include different areas organized under the larger departments. Thus, an exempt executive may manage the compensation, benefits or labor relations functions within the human resources department. Recognized subdivisions can also be geographically separate offices or branch establishments. In a sales organization, for example, the managers in charge of each regional or district office could be exempt. U.S. Department of Labor, Wage and Hour Division

39 Habitual y Regularmente
4/6/2017 Habitual y Regularmente Una frecuencia que debe ser superior a ocasional, pero inferior a constante Incluye trabajo normal y que recurrentemente se realiza cada semana No incluye tareas aisladas o que se realizan una sola vez The phrase “customarily and regularly” means a frequency that must be greater than occasional but which may be less than constant. Tasks or work performed “customarily and regularly” include work normally and recurrently performed every workweek; it does not include isolated or one-time tasks. Thus, normally, an exempt executive employee must direct the work of other employees at least once a week, but not every day. Also, an exempt executive will not lose the exemption if an occasional week passes during which the executive does not give direct instructions to a subordinate. U.S. Department of Labor, Wage and Hour Division

40 4/6/2017 Dos o Más Empleados La frase “dos o más empleados” significa dos empleados a tiempo completo o su equivalente A tiempo completo generalmente significa 40 horas por semana La supervisión de los mismos empleados puede ser distribuída entre dos o más ejecutivos exentos, pero las horas trabajadas por un empleado no pueden ser acreditadas más de una vez The term “two or more other employees” means that the exempt manager must supervise two full-time employees or the equivalent. Full-time generally means 40 hours per week. However, the Department will recognize industry standards defining full-time employment as 37 ½ hours or 35 hours per week, for example, but not less than that. So an exempt executive generally must supervise other employees who work a total of 80 work hours not including the hours the executive works herself. Supervision can be distributed among two or more exempt executives, as long as each executive is responsible for supervising 80 work hours of other employees each week. Thus, for example, a department with five full-time nonexempt workers may have up to two exempt supervisors. Of course, the work hours of nonexempt employees cannot be counted more than once. Thus, if two supervisors share responsibility for two full-time nonexempt workers, neither of the supervisors would be exempt. U.S. Department of Labor, Wage and Hour Division

41 Ejemplo de Personal que Cumple con la Exigencia de Dos o Más Empleados
4/6/2017 Ejemplo de Personal que Cumple con la Exigencia de Dos o Más Empleados This slide shows some examples of acceptable full-time equivalents: two full-time employees; one full-time employee and two half-time employees; and four half-time employees. U.S. Department of Labor, Wage and Hour Division

42 4/6/2017 Ejemplo de Personal que NO Cumple con la Exigencia de Dos o Más Empleados The next slide shows staffing that would not meet the “two or more” standard. In this example, each assistant manager is responsible for only one and a half full-time equivalent employees, and thus, neither assistant manager would qualify for exemption. U.S. Department of Labor, Wage and Hour Division

43 Peso Particular Factores a considerar, pero no limitados:
4/6/2017 Peso Particular Factores a considerar, pero no limitados: Si el hacer sugerencias y recomendaciones son partes de los cargos/faenas del empleado La frecuencia con la que sus sugerencias y recomendaciones son hechas o solicitadas La frecuencia con la que sus sugerencias y recomendaciones son tomadas en cuenta An exempt executive employee must have “the authority to hire or fire other employees” or must have his or her suggestions and recommendations as to the hiring, firing, advancement, promotion or any other change of status be given “particular weight.” A key term in this element is “particular weight.” Factors to consider when determining whether an employee’s recommendations are given “particular weight” include, but are not limited to: whether it is part of the employee’s job duties to make recommendations; the frequency with which recommendations are made or requested; and the frequency with which the recommendations are relied upon. U.S. Department of Labor, Wage and Hour Division

44 4/6/2017 Peso Particular Las sugerencias y recomendaciones pueden ser revisadas por un gerente de más alto rango El ejecutivo exento no tiene que tener autoridad para tomar la última decisión Hacer una sugerencia ocasionalmente con relación al cambio de “estado” de un empleado no cumple con la exigencia de “peso particular” Generally, an exempt executive’s recommendations must pertain to the employees he or she supervises. A recommendation can be given particular weight even if it is reviewed by a higher level manager. The exempt executive need not have authority to make the ultimate decision. However, “particular weight” does not include the occasional suggestion about a co-worker. U.S. Department of Labor, Wage and Hour Division

45 Cargos/Faenas Concurrentes
4/6/2017 Cargos/Faenas Concurrentes El llevar a cabo trabajo exento y no exento concurrentemente no derrota automáticamente una exención Un ejecutivo exento generalmente decide cuándo va a realizar trabajo no exento y continúa siendo responsable por el éxito o fracaso de las operaciones del negocio Los empleados no exentos generalmente reciben instrucciones de un supervisor para que realicen trabajo exento durante un período de tiempo determinado A common question that arises under the executive exemption is how to classify employees who perform both exempt management duties and nonexempt duties. The regulations state that a manager who performs both exempt and nonexempt work at the same time is not automatically disqualified from the executive exemption. Generally, the exempt executives themselves make the decision regarding when to perform nonexempt duties. In contrast, the nonexempt employee generally is directed by a supervisor to perform the exempt work or performs the exempt work for defined time periods. For example, if an assistant manager’s primary duty is management, performing work such as serving customers, cooking food, stocking shelves and cleaning the establishment does not preclude the exemption. An assistant manager can supervise employees and serve customers at the same time without losing the exemption. In contrast, a relief supervisor or working supervisor whose primary duty is performing nonexempt work on the production line in a manufacturing plant does not become exempt merely because he occasionally has some responsibility for directing the work of other nonexempt production line employees when, for example, the exempt supervisor is on vacation. U.S. Department of Labor, Wage and Hour Division

46 Ejecutivos Dueños de un 20% del Negocio
4/6/2017 Ejecutivos Dueños de un 20% del Negocio La exención para ejecutivos también incluye empleados que: Poseen un mínimo de 20 por ciento de los activos de la empresa; y están involucrados activamente en el manejo de la empresa Las exigencias de sueldo fijo y cantidad de sueldo no se aplican a dueños del 20% del negocio Finally, the regulations recognize certain business owners as exempt executives. Employees who own at least 20-percent equity in a business and are actively engaged in the management of the enterprise are exempt executives. For example, an employee who owns 20 percent of the business and manages the finances of the business is an exempt executive. Conversely, a person who owns 20-percent of an enterprise, but whose only responsibility is to run a cash register would not qualify as an exempt executive. U.S. Department of Labor, Wage and Hour Division

47 Repaso: Exigencias para cumplir con la exención para ejecutivos:
4/6/2017 Repaso: Exigencias para cumplir con la exención para ejecutivos: Cargo/Faena principal es administrar; Habitual y regularmente dirige o supervisa el trabajo de dos empleados o más; y Autoridad para reclutar y despedir empleados o se le da peso particular a sus sugerencias y recomendaciones con relación al reclutamiento, despido, aumento, promoción u otros cambios de estado de los empleados. La exención de ejecutivo también se aplica a dueños del 20% de la empresa que están activamente involucrados en el manejo de la empresa. I want to end this section with a brief review of the executive duties requirements. The executive exemption is available only if, in addition to meeting the salary requirements, the employee’s primary duty is management; the employee customarily and regularly directs the work of two or more employees; and the employee has the authority to hire or fire other employees, or has her recommendations be given particular weight. In addition, the executive exemption also applies to bona fide 20-percent equity owners who are actively engaged in management of the business. U.S. Department of Labor, Wage and Hour Division

48 4/6/2017 Administradores U.S. Department of Labor, Wage and Hour Division

49 Administradores – Cargos/Faenas
4/6/2017 Administradores – Cargos/Faenas Cargo/Faena principal es llevar a cabo trabajo de oficina o no manual directamente relacionado con la administración o la operación general del negocio o con los clientes del empleador; y Su cargo/faena principal incluye el ejercicio de discreción y juicio independientes respecto a asuntos significantes In addition to the salary requirements, the administrative exemption applies only if: the employee’s primary duty is the performance of office or non-manual work directly related to the management or general business operations of the employer or the employer’s customers; and the employee’s primary duty includes the exercise of discretion and independent judgment with respect to matters of significance. These elements contain a number of important terms that are defined in the regulations. Let’s look at them. We have already discussed the definition of “primary duty”. (Tarea principal, mayor, o mas importante que el empleado realiza). U.S. Department of Labor, Wage and Hour Division

50 Administración u Operación General del Negocio
4/6/2017 Administración u Operación General del Negocio Se refiere al tipo de trabajo realizado por el empleado El trabajo debe estar directamente relacionado con la asistencia en el manejo o servicios del negocio No incluye trabajo en una línea de producción manufacturera o la venta de productos en un establecimiento de productos al detal o de servicios The phrase “management or general business operations” refers to the type of work the employee performs. To meet this requirement, the employee must perform work that is directly related to assisting with the running or servicing of the business. This type of work is different, for example, from working on a manufacturing production line or selling a product in a retail or service establishment. U.S. Department of Labor, Wage and Hour Division

51 Administración u Operación General del Negocio
4/6/2017 Administración u Operación General del Negocio Impuestos Finanzas Contabilidad Presupuesto Auditoría Seguros Control de Calidad Compras Publicidad Lanzamiento/Mercadeo Investigación Seguridad y Salud Recursos Humanos Beneficios al Empleado Relaciones Laborales Relaciones Públicas Cumplimiento legal y reglamentario Administración de Red de Computadoras, Internet y Base de Datos Work “directly related to management or general business operations” includes, but is not limited to, work in such areas as tax; finance; accounting; budgeting; auditing; insurance; quality control; purchasing; advertising; marketing; research; safety and health; human resources; public relations; legal and regulatory compliance; and similar activities. U.S. Department of Labor, Wage and Hour Division

52 Empleado en calidad de asesor o consultor de clientes del empleador
4/6/2017 Empleado en calidad de asesor o consultor de clientes del empleador An exempt administrative employee’s primary duty must be the performance of work directly related to the management or general business operations of the employer or the employer’s customers. The regulations explain that the term “employer’s customers” means that employees who are acting as advisors or consultants to their employer’s clients or customers also may be exempt. This would include, for example, those working as tax experts or financial consultants. U.S. Department of Labor, Wage and Hour Division

53 Discreción y Juicio Independientes
4/6/2017 Discreción y Juicio Independientes La comparación y evaluación de posibles cursos de conducta, y tomar una decisión después de considerar las distintas posibilidades Debe ser ejercitada con respecto a “asuntos significantes”, lo que se refiere al nivel de importancia o consecuencias del trabajo realizado Las decisiones y recomendaciones pueden ser revisadas a un nivel superior, y dependiendo de las circunstancias, revisadas y revocadas Exercising “discretion and independent judgment” generally involves an employee comparing and evaluating possible courses of conduct, and acting or making a decision after the various possibilities have been considered. The term “matters of significance” refers to the level of importance or consequence of the work performed. In determining whether or not an employee exercises discretion and independent judgment, all the facts involved in the particular employment situation must be considered. The term implies that the employee has authority to make an independent choice, free from immediate direction or supervision. However, employees can exercise discretion and independent judgment even if their decisions or recommendations are reviewed, and occasionally reversed, at a higher level. U.S. Department of Labor, Wage and Hour Division

54 Discreción y Juicio Independientes
4/6/2017 Discreción y Juicio Independientes Factores a considerar, pero no limitados a: Si el empleado tiene autoridad para formular, afectar, interpretar, o ejecutar políticas de administración o prácticas operacionales Si el empleado lleva a cabo asignaciones mayores o importantes para conducir las operaciones del negocio Si el empleado realiza trabajo que afecta las operaciones del negocio a nivel sustancial, aún si sus asignaciones o deberes están relacionados con la operación de un segmento particular del negocio The regulations list a number of factors to consider in determining whether an employee exercises discretion and independent judgment with respect to matters of significance. These factors (listed on the next three slides) include, but are not limited to, whether the employee: has authority to formulate, affect, interpret, or implement management policies or operating practices; carries out major assignments in conducting the operations of the business; performs work that affects business operations to a substantial degree; has authority to commit the employer in matters that have significant financial impact; has authority to waive or deviate from established policies and procedures, without prior approval; has authority to negotiate and bind the company on significant matters; provides consultation or expert advice to management; is involved in planning long- or short-term business objectives; investigates and resolves matters of significance on behalf of management; and whether the employee represents the company in handling complaints, arbitrating disputes or resolving grievances. U.S. Department of Labor, Wage and Hour Division

55 Discreción y Juicio Independientes
4/6/2017 Discreción y Juicio Independientes Factores a considerar, pero no limitados a: Si el empleado tiene autoridad para comprometer al empleador en asuntos de impacto financiero significante Si el empleado tiene autoridad para pasar por alto o desviarse de las políticas y procedimientos establecidos sin previa autorización Si el empleado tiene autoridad para negociar y comprometer al empleador en asuntos importantes Si el empleado provee consultoría o asesoramiento experto a la gerencia U.S. Department of Labor, Wage and Hour Division

56 Discreción y Juicio Independientes
4/6/2017 Discreción y Juicio Independientes Factores a considerar, pero no limitados a: Si el empleado está involucrado en la planificación a corto y largo plazo de los objetivos del negocio Si el empleado investiga y resuelve asuntos significantes en nombre de o en representación de la gerencia Si el empleado representa a la compañía en el manejo de quejas, arbitraje de disputas o resolución de querellas U.S. Department of Labor, Wage and Hour Division

57 Discreción y Juicio Independientes
4/6/2017 Discreción y Juicio Independientes Discreción y juicio independientes NO incluye: Aplicar técnicas bien delineadas, procedimientos y normas específicas descritas en manuales u otras fuentes Trabajo de oficina o secretarial Registro o tabulación de datos Realizar trabajo mecánico, repetido, recurrente o rutinario The exercise of discretion and independent judgment must be more than the use of skill in applying well-established techniques, procedures or specific standards described in manuals or other sources. The exercise of discretion and independent judgment also does not include clerical or secretarial work, recording or tabulating data, or performing other mechanical, repetitive, recurrent or routine work. For example, an employee who simply tabulates data is not exempt as an administrative employee, even if they are called a “statistician.” U.S. Department of Labor, Wage and Hour Division

58 4/6/2017 Uso de Manuales o Guías Empleados exentos pueden hacer uso de manuales, guías u otros procedimientos establecidos si éstos: Contienen o se relacionan con asuntos altamente técnicos, científicos, legales, financieros, u otros asuntos similarmente complejos Pueden ser entendidos o interpretados solamente por aquellos con conocimiento o destrezas avanzadas o especializadas Los empleados no estarán exentos si utilizan manuales para aplicar técnicas bien delineadas o procedimientos bien delimitados Using a manual, however, does not automatically disqualify an employee from the Section 13(a)(1) exemptions. Exempt employees may use manuals, guidelines or other established procedures containing or relating to highly technical, scientific, legal, financial or other similarly complex matters that can be understood or interpreted only by those with advanced or specialized knowledge or skills. The Section 13(a)(1) exemptions are not available for employees who simply apply well-established techniques or procedures described in manuals or other sources within closely prescribed limits to determine the correct response to an inquiry or set of circumstances. These rules of the use of manuals applies to all of the Section 13(a)(1) exemptions. U.S. Department of Labor, Wage and Hour Division

59 Ajustadores de Seguros
4/6/2017 Ajustadores de Seguros Su estado exento dependerá de los/las cargos/faenas que realice Podría estar exento si sus cargos/faenas incluyen: Entrevistar a asegurados, testigos y médicos Inspeccionar propiedad dañada Revisar información sobre los hechos para preparar estimados de daños Evaluar y hacer recomendaciones con relación al alcance de las reclamaciones Determinar responsabilidad y valor total de la reclamación Negociar acuerdos Hacer recomendaciones con relación a litigación The regulations contain a number of examples to illustrate when employees meet the duties requirements for the administrative exemption. For example, although exempt status depends on the actual job duties performed by the employee, insurance claims adjusters generally meet the duties requirements for the administrative exemption if they perform work such as interviewing insureds, witnesses and physicians; inspecting property damage; reviewing factual information to prepare damage estimates; evaluating and making recommendations regarding coverage of claims; determining liability and total value of a claim; negotiating settlements; and making recommendations regarding litigation. U.S. Department of Labor, Wage and Hour Division

60 Servicios Financieros
4/6/2017 Servicios Financieros Podría estar exento si sus cargos/faenas incluyen: Recopilación y análisis de información sobre los ingresos del cliente, activos, inversiones o deudas Determinar qué producto financiero cumple mejor con las necesidades y circunstancias financieras del cliente Asesorar al cliente sobre las ventajas o desventajas de los diferentes productos financieros Lanzar/Mercadear, dar servicios o promocionar los productos financieros del empleador Un empleado cuya faena principal sea la venta de productos financieros no es elegible para la exención de empleado . Financial services employees may meet the duties requirements for the administrative exemption if their duties include collecting and analyzing information regarding the customer’s income, assets, investments or debts; determining which financial products best meet the customer’s needs and financial circumstances; advising the customer regarding the advantages and disadvantages of different financial products; and marketing, servicing or promoting the employer’s financial products. However, a financial services employee whose primary duty is selling financial products does not qualify for the administrative exemption. U.S. Department of Labor, Wage and Hour Division

61 4/6/2017 Recursos Humanos Gerentes de Recursos Humanos que formulan, interpretan o implementan políticas de empleo generalmente cumplen con las exigencias de faenas administrativas Personal secretarial que “entrevista” a solicitantes para obtener datos mínimos sobre su elegibilidad y capacidad para el empleo, por lo general no cumplen con los requisitos como empleados administrativos exentos Similarly, some human resources employees may be exempt administrators, while others are not. Human resource managers who formulate, interpret or implement employment policies generally meet the administrative duties requirements, but personnel clerks who “screen” applicants to obtain data regarding minimum qualifications and fitness for employment, but make no hiring decisions, generally are not exempt administrative employees. U.S. Department of Labor, Wage and Hour Division

62 Otros cargos/puestos exentos
4/6/2017 Otros cargos/puestos exentos Un empleado que dirige a un equipo de otros empleados asignados a él para llevar a cabo proyectos importantes Un asistente ejecutivo o administrativo del dueño o de un ejecutivo de mayor rango de una empresa grande al cual se le haya delegado autoridad con relación a asuntos significantes Consultores gerenciales que estudian las operaciones de un negocio y proponen cambios en la organización Other examples of employees who may meet the duties requirements for the administrative exemption include: an employee who leads a team of other employees assigned to complete major projects; an executive assistant or administrative assistant to a business owner or senior executive of a large business who has been delegated authority regarding matters of significance; and management consultants who study the operations of a business and propose changes in organization. U.S. Department of Labor, Wage and Hour Division

63 Cargos/Puestos no exentos
4/6/2017 Cargos/Puestos no exentos Trabajo ordinario de inspección que involucre técnicas y procedimientos bien delineados Examinadores y clasificadores que realizan trabajo que involucra la comparación de productos a base de normas establecidas Compradores de productos para la comparación de precios que sencillamente reportan los precios a la tienda de un competidor Inspectores o investigadores del sector público In contrast, employees who generally do not qualify as exempt administrative employees include: employees performing ordinary inspection work involving well-established techniques and procedures; examiners and graders who perform work involving comparison of products with established standards; comparison shoppers who merely report the prices at a competitor’s store; and public sector inspectors or investigators. U.S. Department of Labor, Wage and Hour Division

64 4/6/2017 Repaso El/la Cargo/Faena principal del empleado administrativo es llevar a cabo trabajo de oficina o no manual directamente relacionado con la administración o la operación general del negocio o con los clientes del empleador; y Su cargo/faena principal incluye el ejercicio de discreción y juicio independientes respecto a asuntos significantes I want to end this section with a brief review of the duties requirements for the administrative exemption. The administrative exemption is available only if the employee’s primary duty is performing work directly related to the management or general business operations of the employer or the employer’s customers; and the employee’s primary duty includes the exercise of discretion and independent judgment with respect to matters of significance. U.S. Department of Labor, Wage and Hour Division

65 Empleados Profesionales
4/6/2017 Empleados Profesionales There are two general types of professional exemptions: one applying to employees who are learned professionals; the other to those employees who are creative professionals. I am going to discuss learned professionals first. U.S. Department of Labor, Wage and Hour Division

66 Profesionales – cargos/faenas
4/6/2017 Profesionales – cargos/faenas El/la cargo/faena principal del empleado debe ser el realizar trabajo que exija conocimiento avanzado. En un campo de las ciencias o del aprendizaje Ordinariamente adquiridos por un curso prolongado de instrucción intelectual especializada In addition to the salary requirements which we already discussed, the learned professional exemption applies only if the employee’s primary duty is the performance of work requiring advanced knowledge in a field of science or learning which is customarily acquired by a prolonged course of specialized intellectual instruction. We have already discussed the meaning of “primary duty.” The next set of slides explores the definitions of the other key terms in the learned professional duties test. U.S. Department of Labor, Wage and Hour Division

67 Conocimiento Avanzado
4/6/2017 Conocimiento Avanzado Predominantemente de índole intelectual Incluye trabajo que exige el ejercicio consistente de discreción y juicio El conocimiento avanzado es generalmente utilizado para analizar, interpretar, o hacer deductiones de varios hechos o circunstancias No es trabajo que involucre trabajo mental rutinario, manual, mecánico o físico No Puede lograrse con un nivel de enseñanza secundaria (high school) The regulations explain that work requiring “advanced knowledge” means work that is predominately intellectual in character, and which includes work requiring the consistent exercise of discretion and judgment. An exempt professional employee generally uses the advanced knowledge to analyze, interpret or make deductions from varying facts or circumstances. Work involving routine mental, manual, mechanical or physical work is not work requiring advanced knowledge. Advanced knowledge cannot be attained at the high school level. U.S. Department of Labor, Wage and Hour Division

68 Campo de las Ciencias o del Aprendizaje
4/6/2017 Campo de las Ciencias o del Aprendizaje Cargos/Puestos reconocidos como de tipo profesional, a diferencia de artes mecánicas u ocupaciones diestras Derecho Contabilidad Computación de estadístico de seguros Teología Maestros Ciencias Físicas Medicina Arquitectura Ciencias Químicas Farmacia Ingeniería Ciencias Biológicas Fields of science or learning are occupations with recognized professional status, as distinguished from the mechanical arts or skilled trades. Fields of science or learning include: law, theology, medicine, pharmacy, accounting, teaching, architecture, engineering and the physical, chemical or biological sciences. U.S. Department of Labor, Wage and Hour Division

69 Curso Prolongado de Instrucción Intelectual Especializada
4/6/2017 Curso Prolongado de Instrucción Intelectual Especializada La preparación académica especializada es un prerequisito para adquirir la profesión La mejor prueba de que un empleado cumple con la exigencia lo es el poseer el grado académico This phrase “prolonged course of specialized intellectual instruction” means that the learned professional exemption is limited to professions where specialized, academic training is a standard prerequisite for entering the profession. The best evidence that an employee meets this requirement is possession of the appropriate academic degree. U.S. Department of Labor, Wage and Hour Division

70 Curso Prolongado de Instrucción Intelectual Especializada
4/6/2017 Curso Prolongado de Instrucción Intelectual Especializada La exención para empleado profesional no está disponible para ocupaciones que puedan ser realizadas con: conocimiento general adquirido por un grado académico en cualquier campo Conocimiento adquirido a través del aprendizaje Adientramiento en trabajo rutinario mental, manual, procesos mecánicos o físicos La exención tampoco se aplica a cargos/puestos en la que la mayoría de los empleados adquiere las destrezas por experiencia The learned professional exemption is not available for occupations that may be performed with only the general knowledge acquired by an academic degree in any field; knowledge acquired through an apprenticeship; or training in the performance of routine mental, manual, mechanical or physical processes. The exemption also does not apply to occupations in which most employees acquire skill by experience. U.S. Department of Labor, Wage and Hour Division

71 4/6/2017 Habitualmente La exención también está disponible para empleados en profesiones aprendidas que: Tienen sustancialmente el mismo nivel de conocimiento y Realizan sustancialmente el mismo trabajo que los profesionales con título o preparación académica, Pero obtienen su conocimiento avanzado a través de una combinación de experiencia de trabajo y de instrucción intelectual Ejemplos: Abogado que no asistió a una escuela de Derecho Químico que no tiene un grado académico en Química The word “customarily” means that this exemption is also available to employees in such professions who possess substantially the same knowledge level and perform substantially the same work as the degreed employees, but who attain the advanced knowledge through a combination of work experience and intellectual instruction. Such employees may include the occasional lawyer who has not gone to law school, or the occasional chemist who does not have a degree in chemistry. U.S. Department of Labor, Wage and Hour Division

72 4/6/2017 Médicos La exención de profesional se aplica a cualquier empleado que posea una licencia válida o certificado permitiendo la práctica de la medicina Médico Osteopata Podiatras Dentistas Optómetras La exención también se aplica a empleados que cumplen con el requisito académico para la práctica general de medicina y que están en un programa de internado o residencia The learned professional exemption applies to any employee who holds a valid license or certificate permitting the practice of medicine, including osteopathic physicians, podiatrists, dentists and optometrists. The exemption is also available to an employee who holds the requisite academic degree for the general practice of medicine and is engaged in an internship or resident program. U.S. Department of Labor, Wage and Hour Division

73 4/6/2017 Enfermeras Las enfermeras graduadas certificadas generalmente cumplen con las exigencias de cargos/faenas para la exención de profesionales A muchas enfermeras graduadas, sin embargo, se les paga por hora, no a base de un sueldo fijo, por lo que tienen derecho al pago de sobretiempo Enfermeras prácticas licenciadas generalmente no son elegibles para la exención de empleado profesional Registered nurses who are registered by the appropriate State examining board generally meet the duties requirements for the learned professional exemption. However, many registered nurses receive overtime pay because they are paid by the hour, not on a salary basis as required for exemption. Licensed practical nurses generally do not qualify as exempt learned professionals. U.S. Department of Labor, Wage and Hour Division

74 Otras Profesiones Médicas
4/6/2017 Otras Profesiones Médicas Tecnólogos médicos registrados o certificados 3 años de estudio pre-profesional en un colegio o universidad acreditado, y 1 año de estudio profesional en una escuela de tecnología médica acreditada Higienista Dental 4 años de estudio pre-profesional y profesional en un colegio o universidad acreditada Asistentes de Médicos Certificados 4 años de estudio pre-profesional y profesional, incluyendo graduación, de un programa acreditado de asistente de médico Registered or certified medical technologists, dental hygienists and certified physician assistants also generally meet the duties requirements for the learned professional exemption if the successfully complete four years of study in an accredited college or university. U.S. Department of Labor, Wage and Hour Division

75 Otras Profesiones Exentas
4/6/2017 Otras Profesiones Exentas Abogados Maestros Contables Farmacéuticos Ingenieros Registradores (“Actuaries”) Chefs Entrenadores Atléticos Directores de funerarias y embalsamadores licenciados Other exempt learned professionals include: lawyers, teachers, accountants, pharmacists, engineers, actuaries, chefs, athletic trainers and funeral directors or embalmers. U.S. Department of Labor, Wage and Hour Division

76 Otras Profesiones NO exentas
4/6/2017 Otras Profesiones NO exentas Oficinistas de contabilidad y tenedores de libros cuyos trabajos suelen ser principalmente rutinarios Cocineros que realizan principalmente trabajo rutinario mental, manual, mecánico o físico Paralegales y asistentes legales Técnicos en ingeniería Employees who do not meet the requirements for the learned professional exemption include: accounting clerks and bookkeepers who normally perform a great deal of routine work; cooks who perform predominantly routine mental, manual, mechanical or physical work; paralegals and legal assistants; and engineering technicians. U.S. Department of Labor, Wage and Hour Division

77 Profesionales Creativos
4/6/2017 Profesionales Creativos Let’s now turn to the second type of professional exemption, the creative professional exemption. U.S. Department of Labor, Wage and Hour Division

78 Profesionales Creativos – Cargos/Faenas
4/6/2017 Profesionales Creativos – Cargos/Faenas Su cargo/faena principal es llevar a cabo trabajo que exige invención, imaginación, originalidad o talento en un campo reconocido del ambiente artístico o creativo In addition to the salary requirements, the creative professional exemption applies only if the employee’s primary duty is the performance of work requiring invention, imagination, originality or talent in a recognized field of artistic or creative endeavor. Because we already looked at “primary duty,” the two terms we still need to look at are “recognized field of artistic or creative endeavor” and “invention, imagination, originality or talent.” U.S. Department of Labor, Wage and Hour Division

79 Campo Reconocido del Ambiente Artístico o Creativo
4/6/2017 Campo Reconocido del Ambiente Artístico o Creativo Música Músicos, compositores, conductores, solistas Escritura Ensayistas, novelistas, escritores de cuentos, escritores de obras Escritores de guiones de películas que escogen sus propios temas Cargos/Puestos de escritores en agencias de publicidad Actuación Artes Gráficas Pintores, fotógrafos, caricaturistas The recognized fields of artistic or creative endeavor include music, writing, acting and the graphic arts. Thus, exempt creative professionals include musicians, composers, conductors, novelists, screen writers, actors, painters and photographers. U.S. Department of Labor, Wage and Hour Division

80 Invención, Imaginación, Originalidad o Talento
4/6/2017 Invención, Imaginación, Originalidad o Talento Un profesional creativo debe realizar trabajo que requiera invención, imaginación, originalidad o talento Trabajo profesional creativo no incluye: Trabajo que depende principalmente de la inteligencia, diligencia y exactitud Trabajo que puede ser producido por una personal con abilidad general manual y adiestramiento La condición de exento se determinará caso a caso, dependiendo del grado de invención, imaginación, originalidad o talento ejercido The requirement of “invention, imagination, originality or talent” distinguishes the creative professions from work that primarily depends on intelligence, diligence and accuracy. The creative professional exemption also does not apply if the employee’s work can be produced by a person with general manual ability and training. Since the duties of employees vary widely, the determination of exempt creative professional status must be made on a case-by-case basis, based on the extent of the invention, imagination, originality or talent exercised by the employee. U.S. Department of Labor, Wage and Hour Division

81 4/6/2017 Periodistas Empleados de periódicos, revistas, televisión u otros medios no están exentos si estos: Recogen, organizan y anotan información pública No contribuyen en su interpretación o análisis Su producto de trabajo está controlado sustancialmente Los periodistas pueden estar exentos si estos: Transmiten “al aire” en radio o televisión Conducen entrevistas investigativas Analizan o interpretan eventos públicos Escriben editoriales, columnas de opinión o de comentarios Journalists cannot meet the educational requirements for the learned professional exemption. In addition, journalists, reporters and other employees of newspapers, magazines, television and other media are not exempt creative professionals if they collect, organize and record information that is routine or public or if they do not contribute a unique interpretation or analysis. Journalists also are not exempt if their work product is subject to substantial control. However, journalists may be exempt if they perform on-air in radio or television, conduct investigative interviews, analyze or interpret public events, or write editorials, opinion columns or commentary. U.S. Department of Labor, Wage and Hour Division

82 Repaso Profesional Profesional Creativo
4/6/2017 Repaso Profesional El/la cargo/faena principal del empleado es realizar trabajo que requiera conocimiento avanzado en un campo de las ciencias o del aprendizaje ordinariamente adquirido por un curso prolongado de instrucción intelectual especializada Profesional Creativo Su cargo/faena principal es llevar a cabo trabajo que requiere invención, imaginación, originalidad o talento en un campo reconocido del ambiente artístico o creativo I want to end this section with a brief review of the duties requirements for the professional exemption. The learned professional exemption is available only for employees whose primary duty is the performance of work requiring advanced knowledge in a field of science or learning customarily acquired by a prolonged course of specialized intellectual instruction. The creative professional exemption is available only for employee’s whose primary duty is the performance of work requiring invention, imagination, originality or talent in a recognized field of artistic or creative endeavor. U.S. Department of Labor, Wage and Hour Division

83 Información Adicional
4/6/2017 Información Adicional Otros recursos relacionados con las exenciones del Reglamento 541 están disponibles en Reglamento Preámbulo Hojas de Datos Manual de Operaciones de Campo Preguntas Frecuentes Para hacer una pregunta específica o registrar un comentario: Teléfono libre de cargos: US-WAGE Thank you for participating in this training seminar. If you have further questions please refer to the preamble, regulation, Fact Sheets, Field Operations Handbook or the frequently asked questions available on the Department of Labor’s FairPay web site. Also, you can ask a question by contacting the Department of Labor either through at: or a toll-free number: US-WAGE. U.S. Department of Labor, Wage and Hour Division