Final answer:
The employee who regularly performs routine or clerical duties is most likely to be considered nonexempt according to the FLSA. Managerial roles and professional employees like attorneys typically fall into the exempt category. Minimum wage laws impact nonexempt employees, ensuring they receive fair compensation and overtime pay.
Step-by-step explanation:
When conducting an exempt versus nonexempt audit based on the Federal Labor Standards Act (FLSA), the most likely to be considered nonexempt is the employee who regularly performs routine or clerical duties. This is because the FLSA typically classifies jobs as exempt or nonexempt based on criteria such as salary level, payment on a salary rather than hourly basis, and the nature of the work being primarily managerial, professional, or related to outside sales, with nonexempt positions often involving routine work.
An employee paid $25,000 per year ($481 per week) might or might not be exempt depending on their role and duties. A manager who supervises two or more employees is likely to be considered exempt under the executive exemption if they meet certain criteria related to management as their primary duty and have some input on hiring decisions. An employee functioning as the employer's attorney would typically qualify as an exempt professional employee. In the context of the labor market and minimum wage discussions, it is worth noting that nonexempt employees are entitled to overtime pay under the FLSA, whereas exempt employees are not. The U.S. minimum wage acts as a price floor to protect workers like those in nonexempt positions, and political movements have advocated for higher rates to meet the growing cost of living and to prevent families from living below the poverty line.