The Fair Labor Standards Act (FLSA) has myriad specific provisions that dictate the way employees should be paid. The differences between positions might be slight, but those variations can translate to vast alterations in their wage totals. Staff members who qualify for certain exceptions don't have receive minimum wage for all of their time and attendance or overtime (mostly because their salaries more than make up for these). Exemptions included in the FLSA are:

- Executives
- Administrative workers
- Professionals
- Outside sales representatives
- Specialized computer employees

However, there are other types of employees who fall under these provisions. For instance, insurance claims adjusters are usually considered exempt as administrative workers if their regular job duties include some of the following processes:

- Interviewing witnesses, doctors and individuals filing claims
- Reviewing reports for damage estimates
- Making recommendations about coverage based on evaluations
- Negotiating settlements
- Providing guidance about cases
- Determining that value of claims based on liability

It's important for human resources teams to have insight into their employees' duties to accurately determine the proper payment for their work. If insurance claims adjusters aren't compensated accurately, the employers could be held liable for back wages and penalties.

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