{"id":6501,"date":"2024-06-17T11:03:00","date_gmt":"2024-06-17T11:03:00","guid":{"rendered":"https:\/\/www.brightmine.com\/us\/?post_type=resources&p=6501"},"modified":"2026-06-24T08:48:16","modified_gmt":"2026-06-24T13:48:16","slug":"flsa-overtime-exemptions-burden-of-proof","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employment-law-updates\/flsa-overtime-exemptions-burden-of-proof\/","title":{"rendered":"SCOTUS to settle burden of proof for FLSA overtime exemptions"},"content":{"rendered":"\n
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Written by: <\/p>\n\n\n

Michael Cardman<\/a><\/div><\/div>\n\n\n\n
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Share<\/p>\n\n\n

<\/a><\/a><\/a><\/a><\/div><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n

The Supreme Court will decide what the burden of proof should be for employers<\/a> that want to claim an exemption from the overtime requirements of the Fair Labor Standards Act (FLSA)<\/a>.<\/p>\n\n\n\n

Currently, appellate courts for the 5th, 6th, 7th, 9th, 10th and 11th Circuits \u2014 which collectively cover most of the United States outside of the Northeast, the Mid-Atlantic and parts of the Midwest \u2014 have held that employers must show that an employee is exempt by a “preponderance of the evidence,” meaning it is more likely true than not true. In other words, if 50.1% of the evidence favors the employer, the exemption applies and the employer wins.<\/p>\n\n\n\n

However, last year the 4th Circuit Court of Appeals \u2014 which has jurisdiction over Maryland, North Carolina, South Carolina, Virginia and West Virginia \u2014 upheld<\/a> its longstanding stance that “clear and convincing evidence” should be the standard. This means the evidence must show it is highly probable <\/em>that an employee qualified for an FLSA exemption \u2014 not quite as strict as the “beyond a reasonable doubt” standard used in criminal cases, but more strict than the “preponderance of the evidence” standard.<\/p>\n\n\n\n

Soon after, the employer in that 4th Circuit case asked the Supreme Court to resolve this split in the circuits. “As it stands, 1.1 million employers in the [4th Circuit] face an unjustifiably stringent legal burden that applies in no other circuit and governs no other remotely analogous area of the law,” they said.<\/p>\n\n\n\n

The employees responded<\/a> that it was not necessary for the Supreme Court to hear the case, as the standard for the burden of proof rarely, if ever, determines the outcome of a case. Not once in the 30 years since the 4th Circuit established its “clear and convincing evidence” standard has it identified a case where the standard of proof made a difference, they said.<\/p>\n\n\n\n

The Supreme Court apparently was persuaded by the employers’ request and today agreed to hear the case<\/a>.<\/p>\n<\/div>\n\n\n\n

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Share<\/p>\n\n\n

<\/a><\/a><\/a><\/a><\/div><\/div>\n<\/div>\n\n\n\n
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\"Michael<\/div><\/div>\n\n\n\n
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Written by: <\/p>\n\n\n

Michael Cardman<\/a><\/div><\/div>\n<\/div>\n\n\n\n
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The Supreme Court will decide what the burden of proof should be to claim an exemption from FLSA overtime requirements.<\/p>\n","protected":false},"author":49,"featured_media":8345,"comment_status":"closed","ping_status":"closed","template":"resource-author","categories":[55],"tags":[],"topic":[63],"class_list":["post-6501","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-hr-news","topic-employment-law-updates"],"yoast_head":"\nSCOTUS to settle burden of proof for FLSA overtime exemptions<\/title>\n<meta name=\"description\" content=\"The Supreme Court will decide what the burden of proof should be to claim an exemption from FLSA overtime requirements.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employment-law-updates\/flsa-overtime-exemptions-burden-of-proof\/\" \/>\n<meta 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