Despite robust labor protections in Oregon, many employees remain unsure whether they’re properly classified as exempt or non-exempt under wage and hour laws. This distinction carries significant consequences for workers’ rights to overtime pay, breaks, and overall compensation. Whether you’re clocking hours on a warehouse floor or managing a corporate team, it’s crucial to know where you stand.
If you believe you’ve been misclassified or denied overtime pay, contact Meyer Employment Law. Our legal team can help clarify your classification and ensure you receive the pay you deserve. Don’t wait—schedule a consultation today.
Also Read:
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Understanding Employee Classification in Oregon
Under both federal and Oregon law, workers are categorized as either exempt or non-exempt based on their job duties and salary. These classifications determine whether an employee qualifies for overtime, rest and meal breaks, and other key labor protections.
What is an Exempt Employee?
Exempt employees are not eligible for overtime pay. Instead, they typically receive a fixed salary and perform specific types of work. To qualify as exempt, a position must meet strict criteria under the Fair Labor Standards Act (FLSA) and Oregon law. Common exempt roles include:
- Executives and managers
- Professionals such as lawyers and engineers
- Administrative employees who exercise independent judgment
Exempt employees generally enjoy more workplace flexibility—but they also lose out on time-and-a-half overtime pay, among other protections.
What is a Non-Exempt Employee?
Non-exempt employees are entitled to full wage protections, including:
- Overtime pay (1.5x hourly rate for over 40 hours/week)
- Meal and rest breaks
- Accurate time tracking and prompt wage payments
Most hourly workers fall into this category. Even some salaried workers may be classified as non-exempt if they don’t meet exemption criteria.
Why Does This Classification Matter?
Employee misclassification is one of the most common wage and hour violations in Oregon. Employers may intentionally or not misclassify workers to avoid paying overtime or providing breaks. This can lead to lost wages and legal consequences.
At Meyer Employment Law, we frequently assist clients who’ve been misclassified and denied their rightful pay. Our attorneys work to:
- Investigate job duties and pay practices
- Identify classification errors
- Recover unpaid wages and damages
- Hold employers accountable for wage law violations
Whether you’re an office assistant wrongly labeled as exempt, or a technician denied overtime, we’re here to help.
How Oregon Law Differs from Federal Law
Oregon provides stronger protections in many cases. For example:
- Oregon requires more frequent breaks for non-exempt workers
- Higher minimum salary thresholds for exempt status may apply
- Additional state-specific job tests can influence classification
Understanding the nuances of Oregon labor law is critical when determining your classification status.
Common Examples of Misclassification
Misclassification can happen in almost any industry. Some examples we often see include:
- Retail and food service managers performing mostly non-managerial work
- IT professionals labeled as exempt despite lacking discretion in job duties
- Healthcare workers scheduled for long shifts without proper overtime
If your job title doesn’t match your daily tasks or if you’re salaried but working excessive hours without extra pay you might be misclassified.
Protecting Your Rights with Meyer Employment Law
At Meyer Employment Law, we’re dedicated to protecting the rights of Oregon workers. We offer strategic, compassionate representation to help clients understand their classification, demand fair compensation, and assert their workplace rights.
If you think you’ve been misclassified as an exempt employee, contact our office today. Our legal team will:
- Review your job responsibilities and compensation structure
- Determine your proper classification
- Pursue any owed back pay or penalties
- Guide you through each legal step with care and transparency
We represent employees only never employers so you can trust that your case is our priority.
Let’s Talk About Your Classification Visit oregonworkplacelaw.com to schedule your consultation. Whether you’re questioning your overtime eligibility or just want peace of mind, Meyer Employment Law is here to stand up for your workplace rights.
