Administrative Exemption requires the management of the organization, regularly directs the work of two or more employees, has the authority to hire and/or fire employees (or their suggestions are used), exercises discretion and independent judgement, and earns a normal salary at least two times the state minimum wage.

Administrative Exemption requires the management of the organization, regularly directs the work of two or more employees, has the authority to hire and/or fire employees (or their suggestions are used), exercises discretion and independent judgement, and earns a normal salary at least two times the state minimum wage.

• A. Executive Exemption
• B. Administrative Exemption
• C. Professional Exemption
• D. Nonexempt Employees

Answer: (B)

This item tests whether a worker’s duties fit the Administrative exemption. That exemption applies when the core work is office or non-manual and directly related to the organization’s management or general business operations, and the employee exercises discretion and independent judgment in matters of significance, all while earning at least two times the state minimum wage. The described role matches Administrative exemption because it involves managing the organization and directing two or more employees, with authority to hire or fire (or at least their recommendations carry weight), and the employee must use discretion and independent judgment in significant matters. These elements show the job contributes to the organization’s operations in a non-manual, decision-influencing way rather than simply performing production or highly specialized professional tasks. The two-times minimum wage salary requirement is also satisfied, supporting exempt status. By contrast, the executive exemption centers on the primary duty of managing a department or the entire enterprise and directly supervising the department, which isn’t the emphasis in this description; the professional exemption requires specialized knowledge typically gained through advanced education; nonexempt employees do not meet the exemptions criteria.

This item tests whether a worker’s duties fit the Administrative exemption. That exemption applies when the core work is office or non-manual and directly related to the organization’s management or general business operations, and the employee exercises discretion and independent judgment in matters of significance, all while earning at least two times the state minimum wage.

The described role matches Administrative exemption because it involves managing the organization and directing two or more employees, with authority to hire or fire (or at least their recommendations carry weight), and the employee must use discretion and independent judgment in significant matters. These elements show the job contributes to the organization’s operations in a non-manual, decision-influencing way rather than simply performing production or highly specialized professional tasks. The two-times minimum wage salary requirement is also satisfied, supporting exempt status.

By contrast, the executive exemption centers on the primary duty of managing a department or the entire enterprise and directly supervising the department, which isn’t the emphasis in this description; the professional exemption requires specialized knowledge typically gained through advanced education; nonexempt employees do not meet the exemptions criteria.