Exemptions for Outside Sales in Texas
|
Compensation |
|||||||||||||||||||||||||||
|
|||||||||||||||||||||||||||
What does our outside sales team need to do in order to be exempt from coverage in Texas?
Employees may be exempt from coverage under the Fair Labor Standards Act as long as they meet specific requirements for exemption. Outside sales personnel may meet these requirements as long as they are bona fide outside sales folks and not internal sales staff.
The FLSA is a federal Act, which means that it not only applies to employees in the state of Texas, but it may also apply to employees and employers in all states across the country. The Act is in place in order to ensure that employees are able to be compensated fairly for the work that they perform. In order to see that employees are compensated fairly, the FLSA establishes the minimum wage, which is a base rate of pay that employee should be paid for each hour that they work.
Not only does the FLSA establish the minimum wage, but it also establishes overtime pay, which should be used to compensate employees for each hour that they work in addition to the standard 40-hour work week.
Employees may qualify for exempt status if they have a sales position, which means that they would not have to be paid based on the minimum wage or on overtime pay. Instead, their pay could be based on a salary or on commission that they earn for their sales. In order for an employee to qualify for exempt status, the employee needs to meet at least the following criteria:
· The employee needs to work primary outside of the employer’s office
· A home office does not necessarily qualify as an outside office, as a home office is still considered to be property of the business
· The employee’s primary job functions should be in obtaining new customers or clients, getting contracts, maintaining customer relationships, and travelling to promote products. CB
This entry was posted
on Friday, April 18th, 2008 at 10:34 am and is filed under
Compensation.
You can follow any responses to this entry through the RSS 2.0 feed.
You can leave a response, or trackback from your own site.
Leave a Reply
-
Ask a Question
Categories
- Attendance Management (797)
- Benefits (1209)
- Compensation (1186)
- Employment Training (292)
- Hiring and Staffing (715)
- Human Resources Management (1873)
- Labor Laws (1031)
- Management / Leadership Development (292)
- Performance Management (177)
- Structural Development (41)
- Termination (419)
- Workplace Health & Safety (218)
- Workplace Management (392)
Blogroll
Archives
Recent Posts
-
Employee Separation
November 20th, 2008 -
Maternity leave
November 20th, 2008 -
What comes next…after you terminate an employee?
November 20th, 2008 -
When can you implement a salary cap on a position whether it\’s exempt or non exempt?
November 20th, 2008 -
What is COBRA and who gets it?
November 20th, 2008 -
FMLA backdating guidelines in Las Vegas, Nevada
November 19th, 2008 -
Sick Pay
November 19th, 2008
Pages