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    What is the FLSA 7(i) Exemption?The FLSA’s 7 (i) exemption is from overtime only. Timekeeping still is necessary to determine compliance with the regular rate requirement (and minimum wage). This exemption is fairly unique in that the employing establishment and the employee’s pay control – there is no duties component.
    What is a 7(i) Exemption?The second requirement for the 7 (i) exemption is that the employee’s “regular rate” must be at least one and a half times the minimum wage for every hour worked in a workweek in which any overtime hours are worked.
    Do you qualify for a section 7(i) Exemption?The last requirement to qualify for the Section 7 (i) exemption is that more than 50% of an employee’s compensation over a “representative period” must be paid as commissions.
    Is the 7(i) Exemption a good fit for your employees?The 7 (i) exemption can be very useful, but it also can be tedious and administratively burdensome when consistently ensuring compliance. Here are a few caveats to keep in mind before further considering whether 7 (i) might be a good fit for some of your employees: The FLSA’s 7 (i) exemption is from overtime only.
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