Final answer:
Employees eligible for overtime as mandated by the FLSA are categorized as Nonexempt. These employees must be paid at least the minimum wage and receive overtime pay. Exempt employees, who perform certain types of duties and make above a certain salary, are not eligible for overtime.
Step-by-step explanation:
Employees who are eligible for overtime under the Federal Labor Standards Act (FLSA) are classified as Nonexempt. This means that such employees are not exempt from the law's minimum wage and overtime requirements. Nonexempt employees typically include hourly workers, but may also include salaried workers who earn less than a specific threshold set by the FLSA or whose job duties do not primarily involve executive, administrative, or professional tasks as defined by the FLSA.
On the other hand, exempt employees include those who primarily perform executive, administrative, or professional duties and make above a certain salary threshold. These exempt employees are not eligible for overtime. When it comes to federal government work categorizations like competitive service, excepted service, and senior executive service, these terms deal more with the method of hiring and classification rather than overtime eligibility under the FLSA.
The Equal Pay doctrine means that workers doing jobs that require similar levels of skill, training, or education deserve equal pay. In practice, overtime eligibility and equal pay issues are closely monitored by the U.S. Equal Employment Opportunity Commission (EEOC), which ensures compliance with federal labor laws.