Note that this is not about exempt workers (which, if you are a software developer making more than $27.63 if paid on an hourly basis or $684 week on a salary basis you are exempt from the FLSA).
This is about converting non-exempt workers who would normally be getting overtime pay of 1.5x to exempt workers through titles though the duties don't change... which is still against the letter and spirit of the law ( https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/fs17... ) but many employees that this is targeting aren't aware of that.
To qualify for the administrative employee exemption, all of the following tests must be met:
The employee must be compensated on a salary or fee basis (as defined in the regulations) at a rate not less than $684* per week;
The employee’s primary duty must be the performance of office or non-manual work directly related to the management or general business operations of the employer or the employer’s customers; and
The employee’s primary duty includes the exercise of discretion and independent judgment with respect to matters of significance.
There are similar tests for learned professional, creative professional, and computer, and outside sales.
This is about converting non-exempt workers who would normally be getting overtime pay of 1.5x to exempt workers through titles though the duties don't change... which is still against the letter and spirit of the law ( https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/fs17... ) but many employees that this is targeting aren't aware of that.
There are similar tests for learned professional, creative professional, and computer, and outside sales.