Question

Terri works at Timmy's Toy Factory on the assembly line. She has been designated as "Assistant Manager." The majority of her time is spent demonstrating how to assemble the toys to the new employees on the line. In addition, she spends about 5% of her time processing paperwork for the Manager of the line. Terri often works more than 40 hours a week to keep up with all her duties, but because she is an assistant manager, she is not paid overtime. Which of the following statements is true? Select one: a. Terri's pay is not consistent with the FLSA because she is a non-exempt employee. b. Terri should be paid overtime according to the FLSA because she is an exempt employee. c. Terri's pay is consistent with the FLSA because she is a salaried worker. d. Terri should be given compensatory time off but not overtime because she is a salaried worker.

Answer 1

Terri's classification as an exempt or non-exempt employee under the FLSA will determine her eligibility for overtime pay. Since her job involves training and managerial paperwork, she could potentially meet the criteria for exempt status but more details about her role would be needed to make a clear determination.

Step-by-step explanation:

The question concerns whether Terri should be paid overtime according to the Fair Labor Standards Act (FLSA). If Terri is classified as an exempt employee, she may not be eligible for overtime pay. The FLSA defines exempt status based on job duties, salary level, and salary basis. Given that Terri spends most of her time demonstrating to new employees which is a form of training and a small portion of her time completing managerial paperwork, it could argue for her exempt status. This would include duties such as supervising other employees, having input in the hiring process, and having managerial responsibilities. Since the information provided does not specify Terri's full range of duties or her level of decision-making authority, it's not clear whether she meets the criteria for exempt status under the FLSA. If she is non-exempt, she should be paid for any hours worked over 40 in a workweek. The most accurate answer based on the given information, though subject to further specification of Terri's role, might be that her pay could potentially be consistent with the FLSA if she meets the criteria for an exempt employee.