Overview: Employees who work with computers may qualify for an exemption from the overtime requirements of the Fair Labor Standards Act (FLSA) as well as some state wage and hour laws
However, this exemption is available only for employees whose duties involve systems analysis, programming or computer systems design. It should not be applied to "help desk" staff, to workers manufacture or repair hardware, or to employees like engineers or drafters who simply depend on computers to do their work.
Trends: Determining whether an employee qualifies for the computer employee exemption can prove especially difficult because technology evolves at a faster pace than regulations and case law.
Author: Michael Cardman, Legal Editor
An independent commission has raised a number of concerns that the Pennsylvania labor department must address before raising the minimum salary for most overtime-exempt employees to nearly $48,000.
Updated to reflect a Supreme Court ruling concerning an overtime exemption for auto dealership service advisors.
Updated to reflect the overtime and recordkeeping exemption for employees of seasonal amusement and recreational establishments, effective January 1, 2018.
Updated to reflect the 2018 increase in the minimum salary for overtime-exempt executive / supervisory employees, effective January 1, 2018.
Updated to reflect the 2018 annual inflation adjustment to the minimum salaries for overtime-exempt executive, administrative and professional employees, effective January 1, 2018.
Updated to reflect technical amendments to the minimum wage and overtime exemption for certain employees of seasonal and recreational establishments, effective March 21, 2017.
Updated to reflect a new law invalidating the minimum wage and overtime exemption for domestic employees, effective January 1, 2017.
Updated to remove December 1, 2016, overtime requirements that will not be implemented or enforced.
HR guidance on complying with the federal and state requirements for the computer employee exemption.