{"id":7428,"date":"2025-01-15T10:39:03","date_gmt":"2025-01-15T10:39:03","guid":{"rendered":"https:\/\/www.brightmine.com\/us\/?post_type=resources&p=7428"},"modified":"2026-06-24T08:28:19","modified_gmt":"2026-06-24T13:28:19","slug":"flsa-exemptions-dont-require-higher-burden-of-proof","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/minimum-wage\/flsa-exemptions-dont-require-higher-burden-of-proof\/","title":{"rendered":"FLSA exemptions don’t require higher burden of proof"},"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

Today, the US Supreme Court ruled in EMD Sales v. Carrera<\/a> that employers need to show that an employee is exempt only by a “preponderance of the evidence,” meaning it is more likely true than not. In other words, if 50.1% of the evidence favors the employer, the exemption<\/a> applies and the employer wins.<\/p>\n\n\n\n

The plaintiffs in the case had sought to apply a more stringent “clear and convincing evidence” standard, meaning the evidence must show it is highly probable<\/em> that an employee qualified for an FLSA exemption – 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

The Supreme Court rejected their appeal on three grounds:<\/p>\n\n\n\n

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  1. FLSA exemptions do not fall under any of the three circumstances under which the Court deviates from the “preponderance of the evidence” standard: if a statute requires it; if the Constitution requires it; or in certain rare situations involving coercive government action such as taking away a person’s citizenship.<\/li>\n\n\n\n
  2. The FLSA does not specify a standard of proof for exemptions; and when a civil statute is silent, courts typically apply the “preponderance of the evidence” standard.<\/li>\n\n\n\n
  3. There is no need to apply the higher “clear and convincing evidence” standard just because the FLSA protects the public interest in a fair economy or because rights under the FLSA are nonwaivable and therefore different from other rights subject to the “preponderance of the evidence” standard. “[W]aivability of a right does not determine the standard of proof,” the Court ruled.<\/li>\n<\/ol>\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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    Today the US Supreme Court ruled\u00a0that employers need to show that an employee is exempt only by a “preponderance of the evidence.”<\/p>\n","protected":false},"author":49,"featured_media":7714,"comment_status":"closed","ping_status":"closed","template":"resource-author","categories":[55],"tags":[],"topic":[73],"class_list":["post-7428","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-hr-news","topic-minimum-wage"],"yoast_head":"\nFLSA exemptions don't require higher burden of proof<\/title>\n<meta name=\"description\" content=\"Today the US Supreme Court ruled\u00a0that employers need to show that an employee is exempt only by a "preponderance of the evidence."\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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