FLSA Classification Tool

The problem

FLSA classification errors are easy to make, hard to clean up, and costly when they are caught late.

Who it's for

HR and compensation teams that need a clearer way to review exempt and non-exempt decisions.

Why I built it

This is the kind of problem where getting it right should feel invisible. That usually means the process is doing its job.

Practitioner review guide

Run three roles through the tool and look at the reasoning, not just the result. Use scrubbed or fictional job details, not real employee records.

• Test a clear exempt role (for example, a Director of Engineering). Does the decision logic match what you would write in an internal HR memo?
• Test a clear non-exempt role (for example, an entry-level Customer Support Representative). Are the duties test and salary test reflected in plain language?
• Test a borderline manager-or-admin case (for example, a working lead, an assistant manager, or a paralegal). Where does the tool hesitate, and is that hesitation surfaced to the reviewer?
• Try a role with missing facts (skip salary, skip percent-of-time on duties). Does the tool ask for what it needs, or quietly assume?
• Read the final output as if you had to attach it to an internal HR review. Would it hold up, or would you have to rewrite it?

FLSA classification is high stakes. Use scrubbed or fictional inputs. The tool is a decision-prep layer, not a substitute for legal counsel.