Executive exemption
Arizona minimum wage laws do not exempt executive employees from its minimum wage requirements. Because Arizona does not have laws governing overtime, the rules and regulations of the federal Fair Labor Standards Act regarding overtime and executive employees apply.
Administrative exemption
Arizona minimum wage laws do not exempt administrative employees from its minimum wage requirements. Because Arizona does not have laws governing overtime, the rules and regulations of the federal Fair Labor Standards Act regarding overtime and administrative employees apply.
Professional exemption
Arizona minimum wage laws do not exempt professional employees from its minimum wage requirements. Because Arizona does not have laws governing overtime, the rules and regulations of the federal Fair Labor Standards Act regarding overtime and professional employees apply.
Outside salesman exemption
Arizona minimum wage laws do not exempt outside salesmen from its minimum wage requirements. Because Arizona does not have laws governing overtime, the rules and regulations of the federal Fair Labor Standards Act regarding overtime and outside salesmen apply.
Computer employee exemption
Arizona minimum wage laws do not exempt computer systems analysts, computer programmers, software engineers, or other similarly skilled workers from its minimum wage requirements. Because Arizona does not have laws governing overtime, the rules and regulations of the federal Fair Labor Standards Act regarding overtime and computer systems analysts, computer programmers, software engineers, and other similarly skilled workers apply.
Other minimum wage and overtime exemptions
The following employees are exempt from Arizona’s minimum law:
- individuals employed their parents or siblings
- individuals who provide babysitting services on a casual basis at the residence their employer
- individuals employed by the State of Arizona or United States government
- individuals employed by a small business, which includes corporations, proprietorship, partnership, joint venture, limited liability company, trust, or association, that generates less than $500,000 in gross annual revenue, if the small business is not covered by the minimum wage obligations under the Federal Fair Labor Standards Act
