{"id":800382,"date":"2026-04-06T15:21:02","date_gmt":"2026-04-06T15:21:02","guid":{"rendered":"https:\/\/www.abnewswire.com\/pressreleases\/?p=800382"},"modified":"2026-04-06T15:21:02","modified_gmt":"2026-04-06T15:21:02","slug":"miami-wage-and-hour-attorney-jason-d-berkowitz-details-flsa-exemption-categories-and-common-misclassification-risks","status":"publish","type":"post","link":"https:\/\/www.abnewswire.com\/pressreleases\/miami-wage-and-hour-attorney-jason-d-berkowitz-details-flsa-exemption-categories-and-common-misclassification-risks_800382.html","title":{"rendered":"Miami Wage and Hour Attorney Jason D. Berkowitz Details FLSA Exemption Categories and Common Misclassification Risks"},"content":{"rendered":"
\"Miami<\/a><\/div>\n

MIAMI, FL –<\/strong> Employers who incorrectly classify workers as exempt from overtime protections under the Fair Labor Standards Act may owe years of back wages and liquidated damages, yet misclassification remains widespread across industries in South Florida. Miami wage and hour attorney Jason D. Berkowitz of BT Law Group, PLLC (https:\/\/btattorneys.com\/flsa-exemption\/<\/a>) is explaining the three primary FLSA exemption categories, how misclassification occurs, and what remedies are available to workers who have been denied overtime pay.<\/p>\n

Miami wage and hour attorney Jason D. Berkowitz explains that classification under the FLSA depends on three factors: how much an employee earns, how they are paid, and what kind of work they actually perform. To qualify for most exemptions, an employee must currently earn at least $684 per week on a salary basis, which equals $35,568 per year, and must perform primary job duties that satisfy the specific requirements of one of the FLSA’s exemption categories under 29 U.S.C. Section 213(a)(1). This salary threshold comes from the 2019 rule, which the U.S. Department of Labor is currently applying for enforcement after a federal court in Texas vacated the 2024 attempt to raise it. “Job titles and job descriptions alone do not determine exempt status,” explains Berkowitz. “A court or the Department of Labor will look at what an employee actually does on a daily basis.”<\/p>\n

Miami wage and hour attorney Jason D. Berkowitz notes that the administrative exemption under 29 C.F.R. Section 541.200 is one of the most commonly disputed exemptions because it depends heavily on the employee’s actual job duties. It requires that the employee’s primary duty involve office or non-manual work directly related to the management or general business operations of the employer and that the employee exercise discretion and independent judgment with respect to matters of significance. Work that qualifies typically involves areas such as finance, accounting, human resources, marketing, and legal compliance. Filing documents, scheduling meetings, preparing routine reports, and ordering supplies are clerical tasks that generally do not meet this standard, regardless of the employee’s salary or title. “In Miami, employees in hospitality, healthcare administration, and real estate offices are frequently misclassified under the administrative exemption,” Berkowitz adds.<\/p>\n

Attorney Berkowitz highlights that the executive exemption applies to employees whose primary duty is managing the business or a recognized department and who customarily and regularly direct the work of at least two full-time employees. The employee must also have genuine authority to hire or fire other employees, or their recommendations on those decisions must carry particular weight with the employer. An employee who spends the majority of their time performing the same tasks as the workers they supposedly supervise may not qualify, because the FLSA evaluates primary duty rather than occasional oversight responsibilities. “Assistant managers and shift supervisors at retail stores, restaurants, and hotels who primarily work the sales floor or serve customers often do not qualify for this exemption, regardless of their title,” he observes.<\/p>\n

The professional exemption covers employees whose primary duty requires advanced knowledge in a field of science or learning acquired through a prolonged course of specialized intellectual instruction, such as law, medicine, engineering, or accounting. The creative professional exemption applies to employees whose work involves invention, imagination, or originality in a recognized artistic field. Anisley Tarragona, co-founding partner at BT Law Group, PLLC, notes that paraprofessionals and aides who work alongside licensed professionals are frequently misclassified under the professional exemption when their actual duties consist of following instructions and performing routine functions rather than exercising independent professional judgment.<\/p>\n

Misclassified employees may recover unpaid overtime wages for up to two years under the FLSA, or up to three years if the violation was willful under 29 U.S.C. Section 255(a). The FLSA also provides for liquidated damages equal to the amount of unpaid wages owed under 29 U.S.C. Section 216(b), effectively doubling the recovery. An employer can avoid liquidated damages only by proving to the court that the misclassification was made in good faith and that there were reasonable grounds for believing the classification was correct. “An employer that owes a worker $30,000 in unpaid overtime could face total liability of $60,000 before attorney’s fees and costs are factored in,” notes Tarragona.<\/p>\n

Additional exemptions under the FLSA include the computer employee exemption for systems analysts, programmers, and software engineers earning at least $684 per week or $27.63 per hour; the outside sales exemption for employees whose primary duty is making sales away from the employer’s place of business with no minimum salary requirement; and the highly compensated employee exemption for those earning at least $107,432 in total annual compensation who customarily perform at least one exempt duty. Each of these exemptions has specific requirements, and employers sometimes apply them incorrectly to positions such as IT help desk staff, inside salespeople, and recruitment coordinators.<\/p>\n

The team at BT Law Group, PLLC handles wage and hour claims in the U.S. District Court for the Southern District of Florida and before the U.S. Department of Labor Wage and Hour Division Miami District Office. Workers can file individual FLSA claims or join collective actions with similarly situated employees. For those who believe they have been misclassified as exempt, consulting with a wage and hour attorney can help determine whether unpaid overtime may be owed and what legal options are available.<\/p>\n

About BT Law Group, PLLC: <\/strong><\/p>\n

BT Law Group, PLLC is a Miami-based employment law firm focused on protecting workers’ rights in wage and hour disputes, discrimination, and retaliation claims. Led by attorneys Jason D. Berkowitz and Anisley Tarragona, the firm serves employees throughout Miami-Dade, Broward, and Palm Beach counties. For consultations, call (305) 507-8506.<\/p>\n

Embeds:<\/p>\n

Youtube Video: https:\/\/www.youtube.com\/watch?v=vPKCTkSb47I<\/a><\/p>\n

GMB: https:\/\/www.google.com\/maps?cid=1652198006057542154<\/a><\/p>\n

Email and website<\/p>\n

Email: assistant@btattorneys.com<\/p>\n

Website: https:\/\/btattorneys.com\/<\/p>\n

Media Contact<\/span>
Company Name:<\/strong> BT Law Group, PLLC<\/a>
Contact Person:<\/strong> Jason D. Berkowitz
Email:<\/strong> Send Email<\/a>
Phone:<\/strong> (305) 507-8506
Address:<\/strong>3050 Biscayne Blvd STE 205
City:<\/strong> Miami
State:<\/strong> FL 33137
Country:<\/strong> United States
Website:<\/strong> https:\/\/btattorneys.com\/<\/a><\/p>\n

\"\"<\/p>\n","protected":false},"excerpt":{"rendered":"

MIAMI, FL – Employers who incorrectly classify workers as exempt from overtime protections under the Fair Labor Standards Act may owe years of back wages and liquidated damages, yet misclassification remains widespread across industries in South Florida. Miami wage and … Continue reading →<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[451],"tags":[],"class_list":["post-800382","post","type-post","status-publish","format-standard","hentry","category-Law-Legal"],"_links":{"self":[{"href":"https:\/\/www.abnewswire.com\/pressreleases\/wp-json\/wp\/v2\/posts\/800382","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.abnewswire.com\/pressreleases\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.abnewswire.com\/pressreleases\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.abnewswire.com\/pressreleases\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.abnewswire.com\/pressreleases\/wp-json\/wp\/v2\/comments?post=800382"}],"version-history":[{"count":0,"href":"https:\/\/www.abnewswire.com\/pressreleases\/wp-json\/wp\/v2\/posts\/800382\/revisions"}],"wp:attachment":[{"href":"https:\/\/www.abnewswire.com\/pressreleases\/wp-json\/wp\/v2\/media?parent=800382"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.abnewswire.com\/pressreleases\/wp-json\/wp\/v2\/categories?post=800382"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.abnewswire.com\/pressreleases\/wp-json\/wp\/v2\/tags?post=800382"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}