Associate Professional in Human Resources 2025 – 400 Free Practice Questions to Pass the Exam

The statement that classification depends on job duties, not just salary level, is indeed accurate regarding white-collar exemptions. Under laws such as the Fair Labor Standards Act (FLSA), to qualify for an exemption, employees must meet specific criteria based on their job roles and the nature of their responsibilities, in addition to meeting certain salary thresholds.

For instance, employees may be classified as exempt if their primary duty is to perform executive, administrative, or professional functions. The emphasis on the actual duties performed is critical to the classification process because some positions might have a salary that meets the threshold for exemption but do not engage in the specialized tasks that qualify them for that status.

In contrast, the other options do not accurately reflect the nuances of white-collar exemptions. Not all employees are automatically exempt from overtime; rather, they must meet specific criteria. Exempt employees do not receive guaranteed overtime pay, as their classification typically means they are not entitled to it. Lastly, exempt status is not confined to full-time employees; part-time workers can also qualify for exemption based on their job duties, provided they meet the required criteria.