Oregon exempt: $684/week federal salary basis + duties test.
Oregon does not have a state-specific exempt salary threshold — the federal FLSA $684/week ($35,568/year) controls. The duties test is the harder bar: executive, administrative, professional, computer, or outside sales primary duties under 29 CFR Part 541. Misclassification exposes the employer to all unpaid OT back wages plus liquidated damages plus 30 days of penalty wages.
FLSA Exempt Classification
Validates exempt classification against $684/week salary basis and duties test. Captures classification rationale at hire. Annual review enforced.
What those rules do at hire and at review.
The hero card configuration: Avoid on misclassification risk, Flag on annual review cycle.
When a worker is classified exempt at a salary below $684/week, Teambridge surfaces an Avoid indicator. The classification will fail FLSA review even if duties test is met. Employer must either raise salary or reclassify as non-exempt with overtime tracking.
Each exempt worker is flagged for annual classification review on the hire anniversary. The duties test is re-validated against actual job content. Drift in duties → reclassification recommended.
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Salary basis + duties test — both must be met.
FLSA exempt classification requires both a salary above the threshold AND primary duties matching one of the white-collar exemptions. Salary alone does not exempt; duties alone does not exempt.
Salary basis at federal floor
Oregon does not have a state-specific exempt salary threshold. The federal FLSA $684/week ($35,568/year) is the controlling minimum. Workers earning less than this — even if performing exempt duties — must be classified as non-exempt and paid overtime. The Department of Labor's 2024 attempted increase to $1,128/week was vacated by federal court in November 2024.
Duties test is the harder bar
29 CFR Part 541 defines five white-collar exemptions: executive (management primary duty + 2+ direct reports + hiring authority), administrative (office work + discretion and independent judgment), professional (advanced knowledge + specialized intellectual instruction), computer (specific technical role + $27.63/hr alternative), and outside sales (primary duty making sales away from employer's place of business). The 'primary duty' analysis is fact-specific and the most common source of misclassification.
Teambridge enforces salary basis and surfaces duties drift.
Classification at hire is the cheap part — annual review against actual duties is where most operators fail.
$684/wk threshold validated.
When a worker is classified exempt, the salary is validated against $684/week ($35,568/year). Below the threshold → Avoid surface, with the threshold and source 29 CFR Part 541 cited.
Exempt category + primary duties documented.
At classification, the exempt category (executive/admin/professional/computer/outside sales) and primary duty rationale are captured in the worker record. This documentation is the first defense in BOLI or FLSA audit.
Duties re-validated each year.
Each hire anniversary, exempt workers are flagged for classification review. The captured primary duty is compared against actual recent job content. Drift → reclassification recommended.
Highly-compensated workers flagged.
Workers earning $107,432+ are tracked under the HCE provision. The relaxed duties test is documented; salary level is the controlling gate.
Still evaluating? Get a free Oregon compliance audit.
Send us your existing Oregon scheduling and pay configuration. Our compliance team returns a written audit within 5 business days — every Oregon-specific exposure ranked by risk and back-pay liability.