Hello, 
 My name is Vanessa, and I am new to HR. I am currently taking a certification prep course, so I have some insight on Exemption.  

I work for a sign company, and we have technicians who service the signs we manufacture and install. One of our technicians wants to go exempt and according to my research with FLSA, he meets the salary criteria but not the job duties criteria. This tells me that he is not qualified to go exempt, is this correct?

The employees work hours fluctuate a lot and they work overtime and sometimes double-time. They even sometimes work on the weekends. The job duties are constant with wiring, installing power supplies and breakers, replacing different types of light bulbs and light fixtures, driving a comercial vehicle to get to job sites, buying job supplies with company credit card, occasionally cleaning rusted signs and power boxes/poles and repainting them. 

The employee let me know that they have gone exempt before with other companies and it was not a problem and also that their financial advisor said they qualify for exemption. 

Does this employee qualify for exemption? Do employees only have to meet the minimum wage criteria of $684 per week to be qualified for exemption? 

Please provide some insight. 

Thank you!