Which federal employment law codifies the rules to be used by organizations in determining whether their employees are "exempt" or "non-exempt"?

The Fair Labor Standards Act (FLSA) is the federal employment law that establishes the criteria for classifying employees as "exempt" or "non-exempt." The FLSA outlines wage and hour laws, including minimum wage requirements and overtime pay regulations. Under the FLSA, an "exempt" employee is typically not entitled to overtime pay and is often employed in specific job categories such as executive, administrative, professional, or outside sales. Conversely, a "non-exempt" employee is typically entitled to overtime pay for hours worked beyond the standard 40-hour workweek.

This classification is crucial for organizations to adhere to legal standards regarding compensation, ensuring compliance and avoiding potential legal disputes regarding wage violations. The clarity provided by the FLSA helps organizations properly classify their employees and establishes guidelines for determining employee status based on job duties and salary.

Other laws mentioned in the choices focus on different issues: the National Labor Relations Act pertains to labor rights and unionization; the Family and Medical Leave Act addresses job protection during family or medical leave; and the Equal Employment Opportunity Act tackles employment discrimination. Thus, the FLSA is the relevant law for determining employee exemption status.