course that employers would classify any person performing non-manual office or administrative functions as exempt as long as they met the minimum salary requirement. Most of the major cases brought by DOL, many involving hundreds and sometimes thousands of employees, were misclassifications of employees exempt as administrative workers.


matters. While employers


have become better in applying the “administrative” exemption, there are still some that pay office workers a salary irrespective of their actual duties. These are the employees that could raise a concern when the new salary threshold becomes effective. By being proactive now and


identifying possibly misclassified employees, employers may be able to avoid the claims that could otherwise arise.


About the Author Richard D. Alaniz is a partner at Alaniz Law & Associates, PLLC, a labor and employment firm based in Houston. He has been at the forefront of labor and employment


law for


Invariably their duties failed to require the necessary discretion and independent judgment on significant business


over forty years, including stints with the U.S. Department of Labor and the National Labor Relations Board. Rick is a prolific writer on labor and employment law and conducts frequent seminars to client companies and trade associations across the country. Questions about this article, or requests to subscribe to receive Rick’s monthly articles, can be addressed to Rick at (281) 833-2200 or ralaniz@alaniz-law.com.


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March 2024 ❘ 97 ®


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