{"database": "openregs", "table": "cfr_sections", "is_view": false, "human_description_en": "where part_number = 541 sorted by section_id", "rows": [["28:28:2.0.3.3.14.1.127.1", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "A", "Subpart A\u2014Inmate Discipline Program", "", "\u00a7 541.1 Purpose.", "BOP", "", "", "", "This subpart describes the Federal Bureau of Prisons' (Bureau) inmate discipline program. This program helps ensure the safety, security, and orderly operation of correctional facilities, and the protection of the public, by allowing Bureau staff to impose sanctions on inmates who commit prohibited acts. Sanctions will not be imposed in a capricious or retaliatory manner. The Bureau's inmate discipline program is authorized by 18 U.S.C. 4042(a)(3)."], ["28:28:2.0.3.3.14.1.127.2", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "A", "Subpart A\u2014Inmate Discipline Program", "", "\u00a7 541.2 Application.", "BOP", "", "", "", "This program applies to sentenced and unsentenced inmates in Bureau custody. It also applies to sentenced and unsentenced inmates designated to any prison, institution, or facility in which persons are held in custody by direction of, or under an agreement with, the Bureau of Prisons."], ["28:28:2.0.3.3.14.1.127.3", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "A", "Subpart A\u2014Inmate Discipline Program", "", "\u00a7 541.3 Prohibited acts and available sanctions.", "BOP", "", "", "[75 FR 76267, Dec. 8, 2010; 75 FR 81854, Dec. 29, 2010, as amended at 85 FR 66229, Oct. 19, 2020; 87 FR 2719, Jan. 19, 2022]", "(a)  Prohibited acts.  The list of prohibited acts are divided into four separate categories based on severity: Greatest; High; Moderate; and Low. We describe the prohibited acts in Table 1\u2014Prohibited Acts and Available Sanctions. Aiding, attempting, abetting, or making plans to commit any of the prohibited acts is treated the same as committing the act itself.\n\n(b)  Available sanctions.  The list of available sanctions for committing prohibited acts is listed in Table 1\u2014Prohibited Acts and Available Sanctions. If you commit repetitive prohibited acts, we can impose increased sanctions, as listed in Table 2\u2014Additional Available Sanctions for Repeated Prohibited Acts Within the Same Severity Level.\n\nTable 1\u2014Prohibited Acts and Available Sanctions\n\nTable 2\u2014Additional Available Sanctions for Repeated Prohibited Acts Within the Same Severity Level"], ["28:28:2.0.3.3.14.1.127.4", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "A", "Subpart A\u2014Inmate Discipline Program", "", "\u00a7 541.4 Loss of good conduct sentence credit as a mandatory sanction.", "BOP", "", "", "", "(a) You will lose good conduct sentence credit as a mandatory disciplinary sanction if you are in one of the following two groups:\n\n(1)  VCCLEA-violent inmates.  The date of your U.S. Code offense was on or after September 13, 1994, but before April 26, 1996, and you committed a \u201ccrime of violence\u201d as defined by the Violent Crime Control and Law Enforcement Act of 1994 (VCCLEA); or\n\n(2)  PLRA inmates and DC Code offenders.  The date of your U.S. Code offense was on or after April 26, 1996, and, therefore, under the Prison Litigation Reform Act (PLRA), or the date of your District of Columbia (DC) Code offense was on or after August 5, 2000.\n\n(b) If you are an inmate in one of the above groups and commit a prohibited act, you will lose good conduct sentence credit as a mandatory disciplinary sanction. The amount of good conduct sentence credit you will lose depends on the severity level of the prohibited act(s) committed, as follows:\n\n(1)  Greatest Severity Level Offenses.  You will lose at least 41 days, or 75% of available credit if less than 54 days are available for the prorated period, for each act committed.\n\n(2)  High Severity Level Offenses.  You will lose at least 27 days, or 50% of available credit if less than 54 days are available for the prorated period, for each act committed.\n\n(3)  Moderate Severity Level Offenses.  You will lose at least 14 days, or 25% of available credit if less than 54 days are available for the prorated period, after committing two or more Moderate severity acts during the current year of your good conduct sentence credit availability.\n\n(4)  Low Severity Level Offenses.  You will lose at least 7 days, or 12.5% of available credit if less than 54 days are available for the prorated period, after committing three or more Low severity acts during the current year of your good conduct sentence credit availability."], ["28:28:2.0.3.3.14.1.127.5", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "A", "Subpart A\u2014Inmate Discipline Program", "", "\u00a7 541.5 Discipline process.", "BOP", "", "", "", "(a)  Incident report.  The discipline process starts when staff witness or reasonably believe that you committed a prohibited act. A staff member will issue you an incident report describing the incident and the prohibited act(s) you are charged with committing. You will ordinarily receive the incident report within 24 hours of staff becoming aware of your involvement in the incident.\n\n(b)  Investigation.  After you receive an incident report, a Bureau staff member will investigate it.\n\n(1)  Information:  The investigator will specifically inform you:\n\n(A) of the charge(s) against you; and\n\n(B) that you may remain silent at all stages of the discipline process, but that your silence may be used to draw an adverse inference against you at any stage of the process. Your silence alone, however, cannot be the basis for finding you committed the prohibited act(s).\n\n(2)  Statement:  When the investigator asks for your statement, you may give an explanation of the incident, request any witnesses be interviewed, or request that other evidence be obtained and reviewed. However, the staff investigation of the incident report may be suspended before requesting your statement if it is being investigated for possible criminal prosecution.\n\n(3)  Informally resolving the incident report.  The incident report may be informally resolved at any stage of the disciplinary process, except for prohibited acts in the Greatest and High severity levels, or as otherwise required by law or these regulations. If the incident report is informally resolved, it will be removed from your records."], ["28:28:2.0.3.3.14.1.127.6", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "A", "Subpart A\u2014Inmate Discipline Program", "", "\u00a7 541.6 Mentally ill inmates.", "BOP", "", "", "", "If it appears you are mentally ill at any stage of the discipline process, you will be examined by mental health staff.\n\n(a)  Competency to Participate in Disciplinary Proceedings.  If evidence indicates that you cannot understand the nature of the disciplinary proceedings, or cannot help in your own defense, disciplinary proceedings may be postponed until you are competent to participate. The Unit Disciplinary Committee or Discipline Hearing Officer will make this decision based on evidence, including evidence presented by mental health staff.\n\n(b)  Responsibility for Conduct.  You will not be disciplined for conduct committed when, as the result of a severe mental disease or defect, you were unable to appreciate the nature and quality, or wrongfulness of the act. The UDC or DHO will make this decision based on evidence, including evidence presented by mental health staff."], ["28:28:2.0.3.3.14.1.127.7", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "A", "Subpart A\u2014Inmate Discipline Program", "", "\u00a7 541.7 Unit Discipline Committee (UDC) review of the incident report.", "BOP", "", "", "[75 FR 76267, Dec. 8, 2010; 75 FR 81854, Dec. 29, 2010; 87 FR 2719, Jan. 19, 2022]", "A Unit Discipline Committee (UDC) will review the incident report once the staff investigation is complete. The UDC's review involves the following:\n\n(a)  Available dispositions.  The UDC will make one of the following decisions after reviewing the incident report:\n\n(1) You committed the prohibited act(s) charged, and/or a similar prohibited act(s) as described in the incident report;\n\n(2) You did not commit the prohibited act(s) charged; or\n\n(3) The incident report will be referred to the Discipline Hearing Officer (DHO) for further review, based on the seriousness of the prohibited act(s) charged.\n\n(4) If you are charged with a Greatest or High severity prohibited act, or are an inmate covered by \u00a7 541.4, the UDC will automatically refer the incident report to the DHO for further review.\n\n(b)  UDC members.  The UDC ordinarily consists of two or more staff. UDC members will not be victims, witnesses, investigators, or otherwise significantly involved in the incident.\n\n(c)  Timing.  The UDC will ordinarily review the incident report within five work days after it is issued, not counting the day it was issued, weekends, and holidays. UDC review of the incident report may also be suspended if it is being investigated for possible criminal prosecution.\n\n(d)  Inmate appearance.  You are permitted to appear before the UDC during its review of the incident report, except during UDC deliberations or when your presence would jeopardize institution security, at the UDC's discretion. Also:\n\n(1) You may appear either in person or electronically (for example, by video or telephone conferencing) at the UDC's discretion.\n\n(2) You may waive your appearance before the UDC. If you waive your appearance, the UDC will review the incident report in your absence.\n\n(3) If you escape or are otherwise absent from custody, the UDC will conduct a review in your absence at the institution where you were last confined.\n\n(e)  Evidence.  You are entitled to make a statement and present documentary evidence to the UDC on your own behalf. The UDC will consider all evidence presented during its review. The UDC's decision will be based on at least some facts and, if there is conflicting evidence, on the greater weight of the evidence.\n\n(f)  Sanctions.  If you committed a prohibited act or prohibited acts, the UDC can impose any of the available sanctions in Tables 1 and 2 of \u00a7 541.3, except loss of good conduct time credit, FSA Time Credits, disciplinary segregation, or monetary fines.\n\n(g)  Referral to the DHO.  If the UDC refers the incident report to the DHO for further review, the UDC will advise you of your rights at the upcoming DHO hearing, as detailed in \u00a7 541.8.\n\n(h)  Written report.  You will receive a written copy of the UDC's decision following its review of the incident report.\n\n(i)  Appeals.  You may appeal the UDC's action(s) through the Administrative Remedy Program, 28 CFR part 542, subpart B."], ["28:28:2.0.3.3.14.1.127.8", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "A", "Subpart A\u2014Inmate Discipline Program", "", "\u00a7 541.8 Discipline Hearing Officer (DHO) hearing.", "BOP", "", "", "", "The Discipline Hearing Officer (DHO) will only conduct a hearing on the incident report if referred by the UDC. The DHO's hearing involves the following:\n\n(a)  Available dispositions.  The DHO will make one of the following decisions after a hearing on the incident report:\n\n(1) You committed the prohibited act(s) charged, and/or a similar prohibited act(s) as described in the incident report;\n\n(2) You did not commit the prohibited act(s) charged; or\n\n(3) The incident report will be referred back for further investigation, review, and disposition.\n\n(b)  Discipline Hearing Officer.  The DHO will be an impartial decision maker who was not a victim, witness, investigator, or otherwise significantly involved in the incident.\n\n(c)  Timing.  You will receive written notice of the charge(s) against you at least 24 hours before the DHO's hearing. You may waive this requirement, in which case the DHO's hearing can be conducted sooner.\n\n(d)  Staff Representative.  You are entitled to have a staff representative during the DHO hearing process as follows:\n\n(1)  How to get a staff representative.  You may request the staff representative of your choice, so long as that person was not a victim, witness, investigator, or otherwise significantly involved in the incident. If your request(s) cannot be fulfilled, and you still want a staff representative, the Warden will appoint one. The Warden will also appoint a staff representative if it appears you are unable to adequately represent yourself before the DHO, for example, if you are illiterate or have difficulty understanding the charges against you.\n\n(2)  How the staff representative will help you.  Prior to the DHO's hearing, the staff representative will be available to help you understand the incident report charges and potential consequences. The staff representative may also assist you by speaking with and scheduling witnesses, obtaining written statements, and otherwise helping you prepare evidence for presentation at the DHO's hearing. During the DHO's hearing, you are entitled to have the staff representative appear and assist you in understanding the proceedings. The staff representative can also assist you in presenting evidence during the DHO's hearing.\n\n(3)  How the staff representative may appear.  Your staff representative may appear either in person or electronically (for example, by video or telephone conferencing) at the DHO's discretion. If your staff representative is not available for the scheduled hearing, you may either select another staff representative, request the hearing be postponed for a reasonable amount of time until your staff representative can appear, or proceed without a staff representative.\n\n(e)  Inmate appearance.  You are permitted to appear before the DHO during the hearing on the incident report as follows:\n\n(1) You may appear either in person or electronically (for example, by video or telephone conferencing), at the DHO's discretion.\n\n(2) Your appearance may be prohibited during DHO deliberations or when your presence would jeopardize institution security, at the DHO's discretion.\n\n(3) You may waive your appearance before the DHO. If you waive your appearance, the DHO hearing will be conducted in your absence.\n\n(4) If you escape or are otherwise absent from custody, the DHO will conduct a hearing in your absence at the institution where you were last confined.\n\n(f)  Evidence and witnesses.  You are entitled to make a statement and present documentary evidence to the DHO on your own behalf. The DHO will consider all evidence presented during the hearing. The DHO's decision will be based on at least some facts and, if there is conflicting evidence, on the greater weight of the evidence. Witnesses may appear at the DHO's hearing as follows:\n\n(1) Witnesses may appear before the DHO either in person or electronically (for example, by video or telephone conferencing) at the DHO's discretion.\n\n(2) The DHO will call witnesses who have information directly relevant to the charge(s) and who are reasonably available. However, the DHO need not call witnesses adverse to you if their testimony is adequately summarized in the incident report or other investigation materials.\n\n(3) You or your staff representative may request witnesses appear at the hearing to testify on your behalf. Your requested witnesses may not appear if, in the DHO's discretion, they are not reasonably available, their presence at the hearing would jeopardize institution security, or they would present repetitive evidence.\n\n(4) If your requested witnesses are unavailable to appear, written statements can be requested by either the DHO or staff representative. The written statements can then be considered during the DHO's hearing.\n\n(5) Only the DHO may directly question witnesses at the DHO's hearing. Any questions by you or your staff representative must be submitted to the DHO, who will present the question to the witness in his/her discretion.\n\n(6) The DHO may consider evidence provided by a confidential informant (CI) that the DHO finds reliable. You will not be informed of the CI's identity. You will be informed of the CI's testimony to the extent it will not jeopardize institution security, at the DHO's discretion.\n\n(g)  Sanctions.  If you committed a prohibited act(s), the DHO can impose any of the available sanctions listed in Tables 1 and 2.\n\n(h)  Written Report.  You will receive a written copy of the DHO's decision following the hearing. The DHO is not required to prepare a verbatim record of the hearing. The DHO's written report will document the following:\n\n(1) Whether you were advised of your rights during the DHO process;\n\n(2) The evidence relied on by the DHO;\n\n(3) The DHO's decision;\n\n(4) The sanction imposed by the DHO; and\n\n(5) The reason(s) for the sanction(s) imposed.\n\n(i)  Appeals.  You may appeal the DHO's action(s) through the Administrative Remedy Program, 28 CFR part 542, subpart B."], ["28:28:2.0.3.3.14.2.127.1", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "B", "Subpart B\u2014Special Housing Units", "", "\u00a7 541.20 Purpose.", "BOP", "", "", "", "This subpart describes the Federal Bureau of Prisons' (Bureau) operation of special housing units (SHU) at Bureau institutions. The Bureau's operation of SHUs is authorized by 18 U.S.C. 4042(a)(2) and (3)."], ["28:28:2.0.3.3.14.2.127.10", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "B", "Subpart B\u2014Special Housing Units", "", "\u00a7 541.29 Staff verification of need for protection.", "BOP", "", "", "", "If a staff investigation verifies your need for placement in the SHU as a protection case, you may remain in the SHU or be transferred to another institution where your status as a protection case may not be necessary, at the Warden's discretion."], ["28:28:2.0.3.3.14.2.127.11", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "B", "Subpart B\u2014Special Housing Units", "", "\u00a7 541.30 Lack of verification of need for protection.", "BOP", "", "", "", "If a staff investigation fails to verify your need for placement in the SHU as a protection case, you will be instructed to return to the general population. If you refuse to return to the general population under these circumstances, you may be subject to disciplinary action."], ["28:28:2.0.3.3.14.2.127.12", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "B", "Subpart B\u2014Special Housing Units", "", "\u00a7 541.31 Conditions of confinement in the SHU.", "BOP", "", "", "", "Your living conditions in the SHU will meet or exceed standards for healthy and humane treatment, including, but not limited to, the following specific conditions:\n\n(a)  Environment.  Your living quarters will be well-ventilated, adequately lighted, appropriately heated, and maintained in a sanitary condition.\n\n(b)  Cell Occupancy.  Your living quarters will ordinarily house only the amount of occupants for which it is designed. The Warden, however, may authorize more occupants so long as adequate standards can be maintained.\n\n(c)  Clothing.  You will receive adequate institution clothing, including footwear, while housed in the SHU. You will be provided necessary opportunities to exchange clothing and/or have it washed.\n\n(d)  Bedding.  You will receive a mattress, blankets, a pillow, and linens for sleeping. You will receive necessary opportunities to exchange linens.\n\n(e)  Food.  You will receive nutritionally adequate meals.\n\n(f)  Personal hygiene.  You will have access to a wash basin and toilet. You will receive personal items necessary to maintain an acceptable level of personal hygiene, for example, toilet tissue, soap, toothbrush and cleanser, shaving utensils,  etc.  You will ordinarily have an opportunity to shower and shave at least three times per week. You will have access to hair care services as necessary.\n\n(g)  Exercise.  You will receive the opportunity to exercise outside your individual quarters at least five hours per week, ordinarily on different days in one-hour periods. You can be denied these exercise periods for a week at a time by order of the Warden if it is determined that your use of exercise privileges threatens safety, security, and orderly operation of a correctional facility, or public safety.\n\n(h)  Personal property.  In either status, your amount of personal property may be limited for reasons of fire safety or sanitation.\n\n(1) In administrative detention status you are ordinarily allowed a reasonable amount of personal property and reasonable access to the commissary.\n\n(2) In disciplinary segregation status your personal property will be impounded, with the exception of limited reading/writing materials, and religious articles. Also, your commissary privileges may be limited.\n\n(i)  Correspondence.  You will receive correspondence privileges according to part 540, subpart B.\n\n(j)  Telephone.  You will receive telephone privileges according to part 540, subpart I.\n\n(k)  Visiting.  You will receive visiting privileges according to part 540, subpart D.\n\n(l)  Legal Activities.  You will receive an opportunity to perform personal legal activities according to part 543, subpart B.\n\n(m)  Staff monitoring.  You will be monitored by staff assigned to the SHU, including program and unit team staff.\n\n(n)  Programming Activities.  In administrative detention status, you will have access to programming activities to the extent safety, security, orderly operation of a correctional facility, or public safety are not jeopardized. In disciplinary segregation status, your participation in programming activities,  e.g.,  educational programs, may be suspended.\n\n(o)  Administrative remedy program.  You can submit a formal grievance challenging any aspect of your confinement in the SHU through the Administrative Remedy Program, 28 CFR part 542, subpart B."], ["28:28:2.0.3.3.14.2.127.13", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "B", "Subpart B\u2014Special Housing Units", "", "\u00a7 541.32 Medical and mental health care in the SHU.", "BOP", "", "", "", "(a)  Medical Care.  A health services staff member will visit you daily to provide necessary medical care. Emergency medical care is always available.\n\n(b)  Mental Health Care.  After every 30 calendar days of continuous placement in either administrative detention or disciplinary segregation status, mental health staff will examine you, including a personal interview. Emergency mental health care is always available."], ["28:28:2.0.3.3.14.2.127.14", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "B", "Subpart B\u2014Special Housing Units", "", "\u00a7 541.33 Release from the SHU.", "BOP", "", "", "", "(a)  Administrative detention status.  You will be released from administrative detention status when the reasons for your placement no longer exist.\n\n(b)  Disciplinary segregation status.  You will be released from disciplinary segregation status after satisfying the sanction imposed by the DHO. The SRO may release you earlier if it is determined you no longer require disciplinary segregation status."], ["28:28:2.0.3.3.14.2.127.2", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "B", "Subpart B\u2014Special Housing Units", "", "\u00a7 541.21 Special Housing Units (SHUs).", "BOP", "", "", "", "Special Housing Units (SHUs) are housing units in Bureau institutions where inmates are securely separated from the general inmate population, and may be housed either alone or with other inmates. Special housing units help ensure the safety, security, and orderly operation of correctional facilities, and protect the public, by providing alternative housing assignments for inmates removed from the general population."], ["28:28:2.0.3.3.14.2.127.3", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "B", "Subpart B\u2014Special Housing Units", "", "\u00a7 541.22 Status when placed in the SHU.", "BOP", "", "", "", "When placed in the SHU, you are either in administrative detention status or disciplinary segregation status.\n\n(a)  Administrative detention status.  Administrative detention status is an administrative status which removes you from the general population when necessary to ensure the safety, security, and orderly operation of correctional facilities, or protect the public. Administrative detention status is non-punitive, and can occur for a variety of reasons.\n\n(b)  Disciplinary segregation status.  Disciplinary segregation status is a punitive status imposed only by a Discipline Hearing Officer (DHO) as a sanction for committing a prohibited act(s)."], ["28:28:2.0.3.3.14.2.127.4", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "B", "Subpart B\u2014Special Housing Units", "", "\u00a7 541.23 Administrative detention status.", "BOP", "", "", "[75 FR 76273, Dec. 8, 2010; 75 FR 81854, Dec. 29, 2010]", "You may be placed in administrative detention status for the following reasons:\n\n(a)  Pending Classification or Reclassification.  You are a new commitment pending classification or under review for Reclassification.\n\n(b)  Holdover Status.  You are in holdover status during transfer to a designated institution or other destination.\n\n(c)  Removal from general population.  Your presence in the general population poses a threat to life, property, self, staff, other inmates, the public, or to the security or orderly running of the institution and:\n\n(1)  Investigation.  You are under investigation or awaiting a hearing for possibly violating a Bureau regulation or criminal law;\n\n(2)  Transfer.  You are pending transfer to another institution or location;\n\n(3)  Protection cases.  You requested, or staff determined you need, administrative detention status for your own protection; or\n\n(4)  Post-disciplinary detention.  You are ending confinement in disciplinary segregation status, and your return to the general population would threaten the safety, security, and orderly operation of a correctional facility, or public safety."], ["28:28:2.0.3.3.14.2.127.5", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "B", "Subpart B\u2014Special Housing Units", "", "\u00a7 541.24 Disciplinary segregation status.", "BOP", "", "", "", "You may be placed in disciplinary segregation status only by the DHO as a disciplinary sanction."], ["28:28:2.0.3.3.14.2.127.6", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "B", "Subpart B\u2014Special Housing Units", "", "\u00a7 541.25 Notice received when placed in the SHU.", "BOP", "", "", "", "You will be notified of the reason(s) you are placed in the SHU as follows:\n\n(a)  Administrative detention status.  When placed in administrative detention status, you will receive a copy of the administrative detention order, ordinarily within 24 hours, detailing the reason(s) for your placement. However, when placed in administrative detention status pending classification or while in holdover status, you will not receive an administrative detention order.\n\n(b)  Disciplinary segregation status.  When you are to be placed in disciplinary segregation status as a sanction for violating Bureau regulations, you will be informed by the DHO at the end of your discipline hearing."], ["28:28:2.0.3.3.14.2.127.7", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "B", "Subpart B\u2014Special Housing Units", "", "\u00a7 541.26 Review of placement in the SHU.", "BOP", "", "", "", "Your placement in the SHU will be reviewed by the Segregation Review Official (SRO) as follows:\n\n(a)  Three day review.  Within three work days of your placement in administrative detention status, not counting the day you were admitted, weekends, and holidays, the SRO will review the supporting records. If you are in disciplinary segregation status, this review will not occur.\n\n(b)  Seven day reviews.  Within seven continuous calendar days of your placement in either administrative detention or disciplinary segregation status, the SRO will formally review your status at a hearing you can attend. Subsequent reviews of your records will be performed in your absence by the SRO every seven continuous calendar days thereafter.\n\n(c)  Thirty day reviews.  After every 30 calendar days of continuous placement in either administrative detention or disciplinary segregation status, the SRO will formally review your status at a hearing you can attend.\n\n(d)  Administrative remedy program.  You can submit a formal grievance challenging your placement in the SHU through the Administrative Remedy Program, 28 CFR part 542, subpart B."], ["28:28:2.0.3.3.14.2.127.8", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "B", "Subpart B\u2014Special Housing Units", "", "\u00a7 541.27 Protection case\u2014placement in Administrative Detention status.", "BOP", "", "", "", "You may be placed in administrative detention status as a protection case in the following circumstances.\n\n(a)  Victim of inmate assault or threats.  You were the victim of an inmate assault, or are being threatened by other inmates, including threats of harm if you do not act in a certain way, for example, threats of harm unless you engage in sexual activity.\n\n(b)  Inmate informant.  Your safety is threatened because you provided, or are perceived as having provided, information to staff or law enforcement authorities regarding other inmates or persons in the community.\n\n(c)  Inmate refusal to enter general population.  You refuse to enter the general population because of alleged pressures or threats from unidentified inmates, or for no expressed reason.\n\n(d)  Staff concern.  Based on evidence, staff believe your safety may be seriously jeopardized by placement in the general population."], ["28:28:2.0.3.3.14.2.127.9", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "B", "Subpart B\u2014Special Housing Units", "", "\u00a7 541.28 Protection case\u2014review of placement in the SHU.", "BOP", "", "", "", "(a)  Staff investigation.  Whenever you are placed in the SHU as a protection case, whether requested by you or staff, an investigation will occur to verify the reasons for your placement.\n\n(b)  Hearing.  You will receive a hearing according to the procedural requirements of \u00a7 541.26(b) within seven calendar days of your placement. Additionally, if you feel at any time your placement in the SHU as a protection case is unnecessary, you may request a hearing under this section.\n\n(c)  Periodic review.  If you remain in administrative detention status following such a hearing, you will be periodically reviewed as an ordinary administrative detention case under \u00a7 541.26."], ["28:28:2.0.3.3.14.4.127.1", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "D", "Subpart D\u2014Control Unit Programs", "", "\u00a7 541.40 Purpose and scope.", "BOP", "", "", "", "(a) In an effort to maintain a safe and orderly environment within its institutions, the Bureau of Prisons operates control unit programs intended to place into a separate unit those inmates who are unable to function in a less restrictive environment without being a threat to others or to the orderly operation of the institution. The Bureau of Prisons provides written criteria for the:\n\n(1) Referral of an inmate for possible placement within a control unit;\n\n(2) Selection of an inmate for placement within a control unit;\n\n(3) Regular review of an inmate while housed in a control unit; and\n\n(4) Release of an inmate from a control unit.\n\n(b) The Bureau of Prisons provides an inmate confined within a control unit the opportunity to participate in programs and activities restricted as necessary to protect the security, good order, or discipline of the unit."], ["28:28:2.0.3.3.14.4.127.10", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "D", "Subpart D\u2014Control Unit Programs", "", "\u00a7 541.49 Review of control unit placement.", "BOP", "", "", "[49 FR 32991, Aug. 17, 1984, as amended at 60 FR 46484, Sept. 6, 1995]", "(a) Unit staff shall evaluate informally and daily an inmate's adjustment within the control unit. Once every 30 days, the control unit team, comprised of the control unit manager and other members designated by the Warden (ordinarily to include the officer-in-charge or lieutenant, case manager, and education staff member assigned to the unit), shall meet with an inmate in the control unit. The inmate is required to attend the team meeting in order to be eligible for the previous month's stay in the control unit to be credited towards the projected duration of confinement in that unit. The unit team shall make an assessment of the inmate's progress within the unit and may make a recommendation as to readiness for release after considering the inmate's:\n\n(1) Unit status;\n\n(2) Adjustment; and\n\n(3) Readiness for release from the unit. (See \u00a7 541.50(a))\n\n(b) The Warden shall serve as the review authority at the institutional level for unit team actions.\n\n(c) An inmate may appeal the Warden's decision to the Executive Panel within five working days of receipt of that decision. The inmate will receive a response to this appeal at the inmate's next appearance before the Executive Panel.\n\n(d) At least once every 60 to 90 days, the Executive Panel shall review the status of an inmate in a control unit to determine the inmate's readiness for release from the Unit. The Executive Panel shall consider those factors specified in \u00a7 541.50(a), along with any recommendations by the unit team and Warden.\n\nThe decision of the Executive Panel is communicated to the inmate. Ordinarily, the inmate is interviewed in person at this review. If the inmate refuses to appear for this review, or if there is other reason for not having an in-person review, this will be documented.\n\n(e) An inmate may appeal a decision of the Executive Panel, through the Administrative Remedy Procedure, directly to the Office of General Counsel, Bureau of Prisons within 30 calendar days from the date of the Executive Panel's response."], ["28:28:2.0.3.3.14.4.127.11", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "D", "Subpart D\u2014Control Unit Programs", "", "\u00a7 541.50 Release from a control unit.", "BOP", "", "", "[49 FR 32991, Aug. 17, 1984, as amended at 60 FR 46485, Sept. 6, 1995]", "(a) Only the Executive Panel may release an inmate from a control unit. The following factors are considered in the evaluation of an inmate's readiness for release from a control unit:\n\n(1) Relationship with other inmates and staff members, which demonstrates that the inmate is able to function in a less restrictive environment without posing a threat to others or to the orderly operation of the institution;\n\n(2) Involvement in work and recreational activities and assignments;\n\n(3) Adherence to institution guidelines and Bureau of Prisons rules and policy;\n\n(4) Personal grooming and cleanliness; and\n\n(5) Quarters sanitation.\n\n(b) An inmate released from a control unit may be returned:\n\n(1) To the institution from which the inmate was originally transferred;\n\n(2) To another federal or non-federal institution; or\n\n(3) Into the general population of the institution which has a control unit."], ["28:28:2.0.3.3.14.4.127.2", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "D", "Subpart D\u2014Control Unit Programs", "", "\u00a7 541.41 Institutional referral.", "BOP", "", "", "", "(a) The Warden shall submit a recommendation for referral of an inmate for placement in a control unit to the Regional Director in the region where the inmate is located.\n\n(b) The Warden shall consider the following factors in a recommendation for control unit placement.\n\n(1) Any incident during confinement in which the inmate has caused injury to other persons.\n\n(2) Any incident in which the inmate has expressed threats to the life or well-being of other persons.\n\n(3) Any incident involving possession by the inmate of deadly weapons or dangerous drugs.\n\n(4) Any incident in which the inmate is involved in a disruption of the orderly operation of a prison, jail or other correctional institution.\n\n(5) An escape from a correctional institution.\n\n(6) An escape attempt. Depending on the circumstances, an escape attempt, considered alone or together with an inmate's prior history, may warrant consideration for a control unit placement.\n\n(7) The nature of the offense for which committed. An inmate may not be considered solely on the nature of the crime which resulted in that inmate's incarceration; however, the nature of the crime may be considered in combination with other factor(s) as described in paragraph (b) of this section.\n\n(c) The Warden may not refer an inmate for placement in a control unit:\n\n(1) If the inmate shows evidence of significant mental disorder or major physical disabilities as documented in a mental health evaluation or a physical examination;\n\n(2) On the basis that the inmate is a protection case, e.g., a homosexual, an informant, etc., unless the inmate meets other criteria as described in paragraph (b) of this section."], ["28:28:2.0.3.3.14.4.127.3", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "D", "Subpart D\u2014Control Unit Programs", "", "\u00a7 541.42 Designation of Hearing Administrator.", "BOP", "", "", "", "(a) The Regional Director in the region where the inmate is located shall review the institution's recommendation for referral of an inmate for placement in a control unit. If the Regional Director concurs with the recommendation, the Regional Director shall forward a written request, together with the institution's referral material, to the Regional Director of the region where the control unit is located. The Regional Director of the region where the control unit is located shall designate a person in the Regional Office to review the referral material and to conduct a hearing on the appropriateness of an inmate's placement in a control unit.\n\n(b) The Hearing Administrator shall have the following qualifications:\n\n(1) Correctional experience, including institutional work with inmates, processing of inmate disciplinary actions, significant institutional experience in observing and evaluating inmate adjustment and disruptive behavior, and knowledge of the options available in the Bureau of Prisons for dealing with such conduct;\n\n(2) Lack of former personal involvement in an Institution Discipline Committee action involving the particular inmate in incident(s) referred; and\n\n(3) Familiarity with Bureau of Prisons policies and operations, including the criteria for placement of inmates in different institutions and in a control unit."], ["28:28:2.0.3.3.14.4.127.4", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "D", "Subpart D\u2014Control Unit Programs", "", "\u00a7 541.43 Hearing procedure.", "BOP", "", "", "", "(a) The Hearing Administrator shall provide a hearing to an inmate recommended for placement in a control unit. The hearing ordinarily shall take place at the recommending or sending institution.\n\n(b) The hearing shall proceed as follows.\n\n(1) Staff shall provide an inmate with an advance written notice of the hearing and a copy of this rule at least 24 hours prior to the hearing. The notice will advise the inmate of the specific act(s) or other evidence which forms the basis for a recommendation that the inmate be transferred to a control unit, unless such evidence would likely endanger staff or others. If an inmate is illiterate, staff shall explain the notice and this rule to the inmate and document that this explanation has occurred.\n\n(2) The Hearing Administrator shall provide an inmate the service of a full-time staff member to represent the inmate, if the inmate so desires. The Hearing Administrator shall document in the record of the hearing an inmate's request for, or refusal of staff representation. The inmate may select a staff representative from the local institution. If the selected staff member declines or is unavailable, the inmate has the option of selecting another representative or, in the case of an absent staff member, of waiting a reasonable period (determined by the Hearing Administrator) for the staff member's return, or of proceeding without a staff representative. When an inmate is illiterate, the Warden shall provide a staff representative. The staff representative shall be available to assist the inmate and, if the inmate desires, shall contact witnesses and present favorable evidence at the hearing. The Hearing Administrator shall afford the staff representative adequate time to speak with the inmate and to interview available witnesses.\n\n(3) The inmate has the right to be present throughout the hearing, except where institutional security or good order is jeopardized. The Hearing Administrator may conduct a hearing in the absence of the inmate when the inmate refuses to appear. The Hearing Administrator shall document an inmate's refusal to appear, or other reason for non-appearance, in the record of the hearing.\n\n(4) The inmate is entitled to present documentary evidence and to have witnesses appear, provided that calling witnesses would not jeopardize or threaten institutional security or individual safety, and further provided that the witnesses are available at the institution where the hearing is being conducted.\n\n(i) The evidence to be presented must be material and relevant to the issue as to whether the inmate can and would function in a general prison population without being or posing a threat to staff or others or to the orderly operation of the institution. The Hearing Administrator may not consider an attempt to reverse or repeal a prior finding of a disciplinary violation.\n\n(ii) Repetitive witnesses need not be called. Staff who recommend placement in a control unit are not required to appear, provided their recommendation is fully explained in the record. Staff who were involved, in any capacity, in former disciplinary proceedings need not be called as to their involvement in those proceedings, since this hearing is not to go over the factual basis for prior actions which have been decided.\n\n(iii) When a witness is not available within the institution, or not permitted to appear, the inmate may submit a written statement by that witness. The Hearing Administrator shall, upon the inmate's request, postpone any decision following the hearing for a reasonable time to permit the obtaining and forwarding of written statements.\n\n(iv) The Hearing Administrator shall document in the record of the hearing the reasons for declining to permit a witness or to receive documentary evidence."], ["28:28:2.0.3.3.14.4.127.5", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "D", "Subpart D\u2014Control Unit Programs", "", "\u00a7 541.44 Decision of the Hearing Administrator.", "BOP", "", "", "", "(a) At the conclusion of the hearing and following review of all material related to the recommendation for placement of an inmate in a control unit, the Hearing Administrator shall prepare a written decision as to whether this placement is warranted. The Hearing Administrator shall:\n\n(1) Prepare a summary of the hearing and of all information presented upon which the decision is based; and\n\n(2) Indicate the specific reasons for the decision, to include a description of the act, or series of acts, or evidence on which the decision is based.\n\n(b) The Hearing Administrator shall advise the inmate in writing of the decision. The inmate shall receive the information described in paragraph (a) of this section unless it is determined that the release of this information could pose a threat to individual safety, or institutional security, in which case that limited information may be withheld. The Hearing Administrator shall advise the inmate that the decision will be submitted for review of the Executive Panel. The Hearing Administrator shall advise the inmate that, if the inmate so desires, the inmate may submit an appeal of the Hearing Administrator's decision to the Executive Panel. This appeal, with supporting documentation and reasons, must be filed within five working days of the inmate's receipt of the Hearing Administrator's decision.\n\n(c) The Hearing Administrator shall send the decision, whether for or against placement in a control unit, and supporting documentation to the Executive Panel. Ordinarily this is done within 20 working days after conclusion of the hearing. Any reason for extension is to be documented."], ["28:28:2.0.3.3.14.4.127.6", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "D", "Subpart D\u2014Control Unit Programs", "", "\u00a7 541.45 Executive Panel review and appeal.", "BOP", "", "", "", "The Executive Panel is composed of the Regional Director of the region where a control unit is located to which referral is being considered and the Assistant Director, Correctional Programs Division.\n\n(a) The Executive Panel shall review the decision and supporting documentation of the Hearing Administrator and, if submitted, the information contained in an inmate's appeal. The Panel shall accept or reject the Hearing Administrator's decision within 30 working days of its receipt, unless for good cause there is reason for delay, which shall be documented in the record.\n\n(b) The Executive Panel shall provide a copy of its decision to the Warden at the institution to which the inmate is to be transferred, to the inmate, to the referring Warden and region, and to the Hearing Administrator.\n\n(c) An inmate may appeal a decision of the Executive Panel, through the Administrative Remedy Procedure, directly to the Office of General Counsel, Bureau of Prisons, within 30 calendar days of the inmate's receipt of the Executive Panel's decision."], ["28:28:2.0.3.3.14.4.127.7", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "D", "Subpart D\u2014Control Unit Programs", "", "\u00a7 541.46 Programs and services.", "BOP", "", "", "[49 FR 32991, Aug. 17, 1984, as amended at 60 FR 46484, Sept. 6, 1995]", "The Warden shall provide the following services to a control unit inmate. These services must be provided unless compelling security or safety reasons dictate otherwise. These reasons will be documented and signed by the Warden, indicating the Warden's review and approval.\n\n(a)  Education.  The Warden shall assign a member of the education staff to the control unit on at least a part-time basis to assist in developing an educational program to fulfil each inmate's academic needs. The education staff member is ordinarily a member of the control unit team.\n\n(b)  Work assignments.  Staff may assign inmates to a work assignment, such as range orderly. The manner in which these duties are carried out will reflect the inmate's unit adjustment, and will assist staff in evaluating the inmate.\n\n(c)  Industries (UNICOR).  If an industry program exists in a control unit each inmate participating in this program may earn industrial pay, subject to the regulations of Federal Prison Industries, Inc. (UNICOR). The industry program is supervised by an industry foreman. The control unit team will determine when or if an industry assignment is appropriate for each inmate who submits a request for possible assignment to industries work.\n\n(d)  Legal.  An inmate assigned to a control unit may use that unit's inmate basic law library, upon request and in rotation. Consistent with security considerations, the law library is to include basic legal reference books, and ordinarily a table and chair, typewriter, paper and carbon. Abuse of materials in the inmate law library (for example, a typewriter) may result in a decision by the Warden to limit the use of legal materials. A decision to limit materials due to abuse must be documented in writing and signed by the Warden.\n\n(e)  Recreation.  The recreation program in a control unit shall include the following requirements:\n\n(1) Each inmate shall have the opportunity to receive a minimum of seven hours weekly recreation and exercise out of the cell.\n\n(2) Staff shall provide various games and exercise materials as consistent with security considerations and orderly operation of the unit. Inmates who alter or intentionally damage recreation equipment may be deprived of the use of that equipment in the future.\n\n(f)  Case management services.  The case manager is responsible for all areas of case management. This ordinarily includes preparation of the visiting list, notarizing documents, preparation of various reports, and other case management duties. The case manager is ordinarily a member of the control unit team.\n\n(g)  Counselor services.  The unit counselor ordinarily handles phone call requests, special concerns and requests of inmates, and requests for administrative remedy forms. The unit counselor is also available for consultation and for counseling as recommended in the mental health evaluation (see paragraph (i) of this section\u2014Mental Health Services).\n\n(h)  Medical services.  A member of the medical staff shall visit control unit inmates daily. A physician will visit the unit as the need arises.\n\n(i)  Mental health services.  During the first 30-day period in a control unit, staff shall schedule the control unit inmate for a psychological evaluation conducted by a psychologist. Additional individual evaluations shall occur every 30 days. The psychologist shall perform and/or supervise needed psychological services. Psychiatric services will be provided when necessary. Inmates requiring prescribed psychotropic medication are not ordinarily housed in a control unit.\n\n(j)  Religion.  Staff shall issue religious materials upon request, limited by security consideration and housekeeping rules in the unit. This material may come from an inmate's personal property or from the chaplain's office. The institutional chaplains shall make at least weekly visits to the control unit. While individual prayer and/or worship is allowed in a control unit, religious assemblies or group meetings are not allowed.\n\n(k)  Food service and personal hygiene.  Staff shall provide food services and personal hygiene care consistent with the requirements of the current rule regarding Special Housing Units.\n\n(l)  Correspondence.  Inmates confined in a control unit are provided correspondence privileges in accordance with the Bureau of Prisons' rule on Inmate Correspondence (see 28 CFR part 540).\n\n(m)  Visiting.  Visits for inmates confined in a control unit are conducted in a controlled visiting area, separated from regular visiting facilities. Staff shall allot a minimum of four hours per month visiting time to a control unit inmate. The number of consecutive hours visiting on a particular day may be limited by the number of visitors waiting to visit. All visitors must be on the inmate's approved visiting list.\n\n(n)  Commissary.  Staff shall establish a commissary purchase schedule. The amount of money which control unit inmates spend per month is comparable to the spending limitation for inmates residing in the general population. Staff may limit commissary items to ensure the safety and security of the unit.\n\n(o)  Personal property.  Personal property retained by an inmate in a control unit is to be stored in the space provided. Personal property items shall be limited in number and type to ensure the safety and good order of the unit."], ["28:28:2.0.3.3.14.4.127.8", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "D", "Subpart D\u2014Control Unit Programs", "", "\u00a7 541.47 Admission to control unit.", "BOP", "", "", "", "Staff shall provide an inmate admitted to a control unit with:\n\n(a) Notice of the projected duration of the inmate's confinement in a control unit;\n\n(b) Notice of the type of personal property which is allowable in the unit (items made of glass or metal will not be permitted);\n\n(c) A summary of the guidelines and disciplinary procedures applicable in the unit;\n\n(d) An explanation of the activities in a control unit;\n\n(e) The expectations of the inmate's involvement in control unit activities; and\n\n(f) The criteria for release from the unit, and how those criteria specifically relate to this confinement period in the unit and any specific requirements in the inmate's individual case."], ["28:28:2.0.3.3.14.4.127.9", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "D", "Subpart D\u2014Control Unit Programs", "", "\u00a7 541.48 Search of control unit inmates.", "BOP", "", "", "[50 FR 25662, June 20, 1985, as amended at 60 FR 46484, Sept. 6, 1995]", "(a) The Warden at an institution housing a control unit may order a digital or simple instrument search for all new admissions to the control unit. The Warden may also order a digital or simple instrument search for any inmate who is returned to the control unit following contact with the public. Authorization for a digital or simple instrument search must be in writing, signed by the Warden, with a copy placed in the inmate central file. The Warden's authority may not be delegated below the level of Acting Warden.\n\n(b) An inmate in a control unit may request in writing that an X-ray be taken in lieu of the digital search discussed in paragraph (a) of this section. The Warden shall approve this request, provided it is determined and stated in writing by the institution's Clinical Director or Acting Clinical Director (may not be further delegated) that the amount of X-ray exposure previously received by the inmate, or anticipated to be given the inmate in the immediate future, does not make the proposed X-ray medically unwise. Staff are to place documentation of the X-ray, and the inmate's signed request for it, in the inmate's central and medical files. The Warden's authority may not be delegated below the level of Acting Warden.\n\n(c) Staff may not conduct a digital or simple instrument search if it is likely to result in physical injury to the inmate. In this situation, the Warden, upon approval of the Regional Director, may authorize the institution physician to order a non-repetitive X-ray for the purpose of determining if contraband is concealed in or on the inmate. The X-ray examination may not be performed if it is determined by the institution physician that such an examination is likely to result in serious or lasting medical injury or harm to the inmate. Staff are to place documentation of the X-ray examination in the inmate's central file and medical file. The authority of the Warden and Regional Director may not be delegated below the level of Acting Warden and Acting Regional Director respectively. If neither a digital or simple instrument search, nor an X-ray examination may be used, the inmate is to be placed in a dry cell until sufficient time has passed to allow excretion.\n\n(d) Staff shall solicit the inmate's written consent prior to conducting a digital or simple instrument search, or, as specified in paragraph (c) of this section, an X-ray examination. However, the inmate's consent is not required."], ["28:28:2.0.3.3.14.5.127.1", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "E", "Subpart E\u2014Procedures for Handling of HIV Positive Inmates Who Pose Danger to Others", "", "\u00a7 541.60 Purpose and scope.", "BOP", "", "", "", "In an effort to maintain a safe and orderly environment within its institutions, the Bureau of Prisons may place in controlled housing status an inmate who tests HIV positive when there is reliable evidence that the inmate may engage in conduct posing a health risk to another person."], ["28:28:2.0.3.3.14.5.127.2", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "E", "Subpart E\u2014Procedures for Handling of HIV Positive Inmates Who Pose Danger to Others", "", "\u00a7 541.61 Standard for placement in controlled housing status.", "BOP", "", "", "", "An inmate may be placed in a controlled housing status when there is reliable evidence causing staff to believe that the inmate engages in conduct posing a health risk to others. This evidence may be the inmate's behavior, or statements of the inmate, or other reliable evidence."], ["28:28:2.0.3.3.14.5.127.3", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "E", "Subpart E\u2014Procedures for Handling of HIV Positive Inmates Who Pose Danger to Others", "", "\u00a7 541.62 Referral for placement.", "BOP", "", "", "[54 FR 11323, Mar. 17, 1989, as amended at 56 FR 31530, July 10, 1991]", "(a) The Warden shall consider an inmate for controlled housing status when the inmate has been confirmed as testing HIV positive and when there is reliable evidence indicating that the inmate may engage in conduct posing a health risk to others. This evidence may come from the statements of the individual, repeated misconduct (including disciplinary actions), or other behavior suggesting that the inmate may engage in predatory or promiscuous sexual behavior, assaultive behavior where body fluids may be transmitted to another, or the sharing of needles.\n\n(b) The Warden shall submit a recommendation for referral of an inmate for placement in a controlled housing status to the Regional Director in the region where the inmate is located.\n\n(c) Based on the perceived health risk to others posed by the inmate's threatened or actual actions, the Warden may, with the telephonic approval of the Regional Director, temporarily (not to exceed 20 work days) place an inmate in a special housing status (e.g., administrative detention, or a secure health service unit room) pending the inmate's appearance before the Hearing Administrator. Reasons for this placement, and the approval of the Regional Director, shall be documented in the inmate central file. The inmate should be seen daily by case management and medical staff while in this temporary status, and a psychological or psychiatric assessment report should be prepared during this temporary placement period."], ["28:28:2.0.3.3.14.5.127.4", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "E", "Subpart E\u2014Procedures for Handling of HIV Positive Inmates Who Pose Danger to Others", "", "\u00a7 541.63 Hearing procedure.", "BOP", "", "", "[54 FR 11323, Mar. 17, 1989, as amended at 63 FR 5218, Jan. 30, 1998]", "(a) The Regional Director in the region where the inmate is located shall review the institution's recommendation for referral of an inmate for controlled housing status. If the Regional Director concurs with the recommendation, the Regional Director shall designate a person in the Regional Office or a person at department head level or above in the institution to conduct a hearing on the appropriateness of an inmate's placement in controlled housing status. This Hearing Administrator shall have correctional experience, no former personal involvement in the instant situation, and a knowledge of the type of behavior that poses a health risk to others, and of the options available for dealing with an inmate who poses such a health risk to others.\n\n(b) The Hearing Administrator shall provide a hearing to an inmate recommended for controlled housing status. The hearing ordinarily shall take place at the institution housing the inmate.\n\n(c) The hearing shall proceed as follows:\n\n(1) Staff shall provide an inmate with an advance written notice of the hearing and a copy of this rule at least 24 hours prior to the hearing. The notice will advise the inmate of the specific act(s) or other evidence which forms the basis for a recommendation that the inmate be placed in a controlled housing status, unless such evidence would likely endanger staff or others. If an inmate is illiterate, staff shall explain the notice and this rule to the inmate and document that this explanation has occurred.\n\n(2) The Hearing Administrator shall upon request of the inmate provide an inmate the service of a full-time staff member to represent the inmate. The Hearing Administrator shall document in the record of the hearing an inmate's request for, or refusal of staff representation. The inmate may select a staff representative from the local institution. If the selected staff member declines for good reason or is unavailable, the inmate has the option of selecting another representative or, in the case of an absent staff member, of waiting a reasonable period (determined by the Hearing Administrator) for the staff member's return, or of proceeding without a staff representative. When an inmate is illiterate, the Warden shall provide a staff representative. The staff representative shall be available to assist the inmate and, if the inmate desires, shall contact witnesses and present favorable evidence at the hearing. The Hearing Administrator shall afford the staff representative adequate time to speak with the inmate and to inteview available witnesses.\n\n(3) The inmate has the right to be present throughout the hearing, except where institutional security or good order is jeopardized. The Hearing Adminstrator may conduct a hearing in the absence of the inmate when the inmate refuses to appear. The Hearing Administrator shall document an inmate's refusal to appear, or other reason for nonappearance, in the record of the hearing.\n\n(4) The inmate is entitled to present documentary evidence and to have witnesses appear, provided that calling witnesses would not jeopardize or threaten institutional security or individual safety, and further provided that the witnesses are available at the institution where the hearing is being conducted.\n\n(i) The evidence to be presented must be material and relevant to the issue as to whether the inmate can and would pose a health risk to others, if allowed to remain in general prison population. This evidence may come from the statements of the individual, repeated misconduct (including disciplinary actions), or other behavior suggesting that the inmate may engage in predatory or promiscuous sexual behavior, assaultive behavior where body fluids may be transmitted to others, or the sharing of needles.\n\n(ii) Repetitive witnesses need not be called. Staff who recommend placement in a controlled housing status are not required to appear, provided their recommendation is fully explained in the record.\n\n(iii) When a witness is not available within the institution, or not permitted to appear, the inmate may submit a written statement by that witness. The Hearing Administrator shall, upon the inmate's request, postpone any decision following the hearing for a reasonable time to permit the obtaining and forwarding of written statements.\n\n(iv) The Hearing Administrator shall document in the record of the hearing the reasons for declining to hear a witness or to receive documentary evidence."], ["28:28:2.0.3.3.14.5.127.5", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "E", "Subpart E\u2014Procedures for Handling of HIV Positive Inmates Who Pose Danger to Others", "", "\u00a7 541.64 Decision of the Hearing Administrator.", "BOP", "", "", "", "(a) At the conclusion of the hearing and following review of all material related to the recommendation for placement of an inmate in a controlled housing status, the Hearing Administrator shall prepare a written decision as to whether this placement is warranted. The Hearing Administrator shall:\n\n(1) Prepare a summary of the hearing and of all information presented upon which the decision is based; and\n\n(2) Indicate the specific reasons for the decision, to include a description of the act, or series of acts, or other reliable evidence on which the decision is based, along with evidence of the inmate's HIV positive status.\n\n(b) The Hearing Administrator shall advise the inmate in writing of the decision. The inmate shall receive the information described in paragraph (a) of this section unless it is determined that the release of this information could pose a threat to individual safety, or institutional security, in which case that limited information may be withheld. The Hearing Administrator shall advise the inmate that the decision will be submitted for review of the Regional Director in the region where the inmate is located. The Hearing Administrator shall advise the inmate that, if the inmate so desires, the inmate may submit an appeal of the Hearing Administrator's decision to the Regional Director. This appeal, with supporting documentation and reasons, must be filed within five working days of the inmate's receipt of the Hearing Administrator's decision.\n\n(c) The Hearing Administrator may order the continuation of the inmate in special housing pending review by the Regional Director. The Hearing Administrator should state the reasons for this order in the record of the Hearing.\n\n(d) The Hearing Administrator shall send the decision, whether for or against placement in a controlled housing status, and supporting documentation to the Regional Director. Ordinarily, this is done within 20 working days after conclusion of the hearing. Any reason for extension is to be documented."], ["28:28:2.0.3.3.14.5.127.6", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "E", "Subpart E\u2014Procedures for Handling of HIV Positive Inmates Who Pose Danger to Others", "", "\u00a7 541.65 Regional Director review and appeal.", "BOP", "", "", "[54 FR 11323, Mar. 17, 1989, as amended at 63 FR 5218, Jan. 30, 1998]", "(a) The Regional Director shall review the decision and supporting documentation of the Hearing Administrator and, if submitted, the information contained in an inmate's appeal. The Regional Director shall accept or reject the Hearing Administrator's decision within 30 working days of its receipt, unless for good cause there is reason for delay, which shall be documented in the record. The authority of the Regional Director may not be delegated below the level of acting Regional Director.\n\n(b) The Regional Director shall provide a copy of his decision to the Warden at the institution housing the inmate, to the inmate, and to the Hearing Administrator.\n\n(c) An inmate may appeal a decision of the Regional Director, through the Administrative Remedy Program, directly to the National Inmate Appeals Administrator, Office of General Counsel, within 30 calendar days of the Regional Director's decision (see 28 CFR 542.15)."], ["28:28:2.0.3.3.14.5.127.7", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "E", "Subpart E\u2014Procedures for Handling of HIV Positive Inmates Who Pose Danger to Others", "", "\u00a7 541.66 Programs and services.", "BOP", "", "", "", "To the extent consistent with available resources and the security needs of the institution, an inmate in controlled housing status is to be considered for activities and privileges afforded to the general population. This includes, but is not limited to, providing an inmate with the opportunity for participation in an education program, library services, counseling, and religious guidance, as well as access to case management, medical and mental health assistance, and legal services, including access to the institution's law libraries. An inmate in controlled housing status should be afforded at least five hours weekly recreation and exercise out of the cell. The recreation shall be by himself or under close supervision. Unless there are compelling reasons to the contrary, institutions shall provide commissary privileges and reasonable amounts of personal property. The Warden may restrict for reasons of security, fire safety, or housekeeping the amount of personal property that an inmate may retain while in controlled housing status. An inmate shall be permitted to have a radio, provided it is equipped with ear plugs. Visits shall be carefully monitored."], ["28:28:2.0.3.3.14.5.127.8", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "E", "Subpart E\u2014Procedures for Handling of HIV Positive Inmates Who Pose Danger to Others", "", "\u00a7 541.67 Review of controlled housing status.", "BOP", "", "", "[54 FR 11323, Mar. 17, 1989; 54 FR 18198, Apr. 27, 1989, as amended at 63 FR 5218, Jan. 30, 1998]", "(a) Staff designated by the Warden shall evaluate regularly an inmate's adjustment while in controlled housing status. A medical staff member shall see the inmate daily, and regularly record medical and behavioral impressions. Once every 90 days, staff, comprised of a correctional and case management supervisor, and a member of the medical staff, shall meet with the inmate. The inmate is required to attend this meeting in order to be considered for release to the general population. Any refusal by the inmate to attend this meeting will be documented. Staff, at this meeting, shall make an assessment of the inmate's adjustment while in controlled housing and the likely health threat the inmate poses to others by his actions.\n\n(b) The Warden shall serve as the review authority at the institutional level, and shall make a recommendation to the Regional Director when he believes the inmate should be considered for release from controlled housing.\n\n(c) An inmate may appeal a Warden's decision not to recommend release from controlled housing to the Regional Director within five working days of receipt of that decision.\n\n(d) Upon recommendation of the Warden, or upon appeal from the inmate, the Regional Director may decide whether or not to release the inmate to general population from controlled housing status.\n\n(e) An inmate may appeal a decision of the Regional Director, through the Administrative Remedy Program, directly to the National Inmate Appeals Administrator, Office of General Counsel, within 30 calendar days of the Regional Director's decision (see 28 CFR 542.15)."], ["28:28:2.0.3.3.14.5.127.9", 28, "Judicial Administration", "V", "C", "541", "PART 541\u2014INMATE DISCIPLINE AND SPECIAL HOUSING UNITS", "E", "Subpart E\u2014Procedures for Handling of HIV Positive Inmates Who Pose Danger to Others", "", "\u00a7 541.68 Release from controlled housing status.", "BOP", "", "", "", "(a) Only the Regional Director may release an inmate from controlled housing status. The following factors are considered in the evaluation of an inmate's readiness for return to the general population:\n\n(1) Relationship with other inmates and staff members, which demonstrate that the inmate is able to function in a less restrictive environment without posing a health threat to others or to the orderly operation of the institution;\n\n(2) Involvement in work and recreational activities and assignments or other programs; and\n\n(3) Adherence to institution guidelines and Bureau of Prisons rules and policy.\n\n(b) An inmate released from a controlled housing status may be returned to the general population of that institution, or to another federal or non-federal institution."], ["29:29:3.1.1.1.23.1.95.1", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "A", "Subpart A\u2014General Regulations", "", "\u00a7 541.0 Introductory statement.", "DOL-WHD", "", "", "", "(a) Section 13(a)(1) of the Fair Labor Standards Act, as amended, provides an exemption from the Act's minimum wage and overtime requirements for any employee employed in a bona fide executive, administrative, or professional capacity (including any employee employed in the capacity of academic administrative personnel or teacher in elementary or secondary schools), or in the capacity of an outside sales employee, as such terms are defined and delimited from time to time by regulations of the Secretary, subject to the provisions of the Administrative Procedure Act. Section 13(a)(17) of the Act provides an exemption from the minimum wage and overtime requirements for computer systems analysts, computer programmers, software engineers, and other similarly skilled computer employees.\n\n(b) The requirements for these exemptions are contained in this part as follows: executive employees, subpart B; administrative employees, subpart C; professional employees, subpart D; computer employees, subpart E; outside sales employees, subpart F. Subpart G contains regulations regarding salary requirements applicable to most of the exemptions, including salary levels and the salary basis test. Subpart G also contains a provision for exempting certain highly compensated employees. Subpart H contains definitions and other miscellaneous provisions applicable to all or several of the exemptions.\n\n(c) Effective July 1, 1972, the Fair Labor Standards Act was amended to include within the protection of the equal pay provisions those employees exempt from the minimum wage and overtime pay provisions as bona fide executive, administrative, and professional employees (including any employee employed in the capacity of academic administrative personnel or teacher in elementary or secondary schools), or in the capacity of an outside sales employee under section 13(a)(1) of the Act. The equal pay provisions in section 6(d) of the Fair Labor Standards Act are administered and enforced by the United States Equal Employment Opportunity Commission."], ["29:29:3.1.1.1.23.1.95.2", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "A", "Subpart A\u2014General Regulations", "", "\u00a7 541.1 Terms used in regulations.", "DOL-WHD", "", "", "", "Act  means the Fair Labor Standards Act of 1938, as amended.\n\nAdministrator  means the Administrator of the Wage and Hour Division, United States Department of Labor. The Secretary of Labor has delegated to the Administrator the functions vested in the Secretary under sections 13(a)(1) and 13(a)(17) of the Fair Labor Standards Act."], ["29:29:3.1.1.1.23.1.95.3", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "A", "Subpart A\u2014General Regulations", "", "\u00a7 541.2 Job titles insufficient.", "DOL-WHD", "", "", "", "A job title alone is insufficient to establish the exempt status of an employee. The exempt or nonexempt status of any particular employee must be determined on the basis of whether the employee's salary and duties meet the requirements of the regulations in this part."], ["29:29:3.1.1.1.23.1.95.4", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "A", "Subpart A\u2014General Regulations", "", "\u00a7 541.3 Scope of the section 13(a)(1) exemptions.", "DOL-WHD", "", "", "", "(a) The section 13(a)(1) exemptions and the regulations in this part do not apply to manual laborers or other \u201cblue collar\u201d workers who perform work involving repetitive operations with their hands, physical skill and energy. Such nonexempt \u201cblue collar\u201d employees gain the skills and knowledge required for performance of their routine manual and physical work through apprenticeships and on-the-job training, not through the prolonged course of specialized intellectual instruction required for exempt learned professional employees such as medical doctors, architects and archeologists. Thus, for example, non-management production-line employees and non-management employees in maintenance, construction and similar occupations such as carpenters, electricians, mechanics, plumbers, iron workers, craftsmen, operating engineers, longshoremen, construction workers and laborers are entitled to minimum wage and overtime premium pay under the Fair Labor Standards Act, and are not exempt under the regulations in this part no matter how highly paid they might be.\n\n(b)(1) The section 13(a)(1) exemptions and the regulations in this part also do not apply to police officers, detectives, deputy sheriffs, state troopers, highway patrol officers, investigators, inspectors, correctional officers, parole or probation officers, park rangers, fire fighters, paramedics, emergency medical technicians, ambulance personnel, rescue workers, hazardous materials workers and similar employees, regardless of rank or pay level, who perform work such as preventing, controlling or extinguishing fires of any type; rescuing fire, crime or accident victims; preventing or detecting crimes; conducting investigations or inspections for violations of law; performing surveillance; pursuing, restraining and apprehending suspects; detaining or supervising suspected and convicted criminals, including those on probation or parole; interviewing witnesses; interrogating and fingerprinting suspects; preparing investigative reports; or other similar work.\n\n(2) Such employees do not qualify as exempt executive employees because their primary duty is not management of the enterprise in which the employee is employed or a customarily recognized department or subdivision thereof as required under \u00a7 541.100. Thus, for example, a police officer or fire fighter whose primary duty is to investigate crimes or fight fires is not exempt under section 13(a)(1) of the Act merely because the police officer or fire fighter also directs the work of other employees in the conduct of an investigation or fighting a fire.\n\n(3) Such employees do not qualify as exempt administrative employees because their primary duty is not the performance of work directly related to the management or general business operations of the employer or the employer's customers as required under \u00a7 541.200.\n\n(4) Such employees do not qualify as exempt professionals because their primary duty is not the performance of work requiring knowledge of an advanced type in a field of science or learning customarily acquired by a prolonged course of specialized intellectual instruction or the performance of work requiring invention, imagination, originality or talent in a recognized field of artistic or creative endeavor as required under \u00a7 541.300. Although some police officers, fire fighters, paramedics, emergency medical technicians and similar employees have college degrees, a specialized academic degree is not a standard prerequisite for employment in such occupations."], ["29:29:3.1.1.1.23.1.95.5", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "A", "Subpart A\u2014General Regulations", "", "\u00a7 541.4 Other laws and collective bargaining agreements.", "DOL-WHD", "", "", "", "The Fair Labor Standards Act provides minimum standards that may be exceeded, but cannot be waived or reduced. Employers must comply, for example, with any Federal, State or municipal laws, regulations or ordinances establishing a higher minimum wage or lower maximum workweek than those established under the Act. Similarly, employers, on their own initiative or under a collective bargaining agreement with a labor union, are not precluded by the Act from providing a wage higher than the statutory minimum, a shorter workweek than the statutory maximum, or a higher overtime premium (double time, for example) than provided by the Act. While collective bargaining agreements cannot waive or reduce the Act's protections, nothing in the Act or the regulations in this part relieves employers from their contractual obligations under collective bargaining agreements."], ["29:29:3.1.1.1.23.1.95.6", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "A", "Subpart A\u2014General Regulations", "", "\u00a7 541.5 Severability.", "DOL-WHD", "", "", "[89 32971, Apr. 26, 2024]", "The provisions of this part are separate and severable and operate independently from one another. If any provision of this part is held to be invalid or unenforceable by its terms, or as applied to any person or circumstance, or stayed pending further agency action, the provision must be construed so as to continue to give the maximum effect to the provision permitted by law, unless such holding be one of utter invalidity or unenforceability, in which event the provision will be severable from part 541 and will not affect the remainder thereof."], ["29:29:3.1.1.1.23.2.95.1", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "B", "Subpart B\u2014Executive Employees", "", "\u00a7 541.100 General rule for executive employees.", "DOL-WHD", "", "", "[69 FR 22260, Apr. 23, 2004, as amended at 81 FR 32549, May 23, 2016; 84 FR 51306, Sept. 27, 2019; 89 FR 32971, Apr. 26, 2024]", "(a) The term \u201cemployee employed in a bona fide executive capacity\u201d in section 13(a)(1) of the Act shall mean any employee:\n\n(1) Compensated on a salary basis at not less than the level set forth in \u00a7 541.600;\n\n(2) Whose primary duty is management of the enterprise in which the employee is employed or of a customarily recognized department or subdivision thereof;\n\n(3) Who customarily and regularly directs the work of two or more other employees; and\n\n(4) Who has the authority to hire or fire other employees or whose suggestions and recommendations as to the hiring, firing, advancement, promotion or any other change of status of other employees are given particular weight.\n\n(b) The phrase \u201csalary basis\u201d is defined at \u00a7 541.602; \u201cboard, lodging or other facilities\u201d is defined at \u00a7 541.606; \u201cprimary duty\u201d is defined at \u00a7 541.700; and \u201ccustomarily and regularly\u201d is defined at \u00a7 541.701."], ["29:29:3.1.1.1.23.2.95.2", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "B", "Subpart B\u2014Executive Employees", "", "\u00a7 541.101 Business owner.", "DOL-WHD", "", "", "", "The term \u201cemployee employed in a bona fide executive capacity\u201d in section 13(a)(1) of the Act also includes any employee who owns at least a bona fide 20-percent equity interest in the enterprise in which the employee is employed, regardless of whether the business is a corporate or other type of organization, and who is actively engaged in its management. The term \u201cmanagement\u201d is defined in \u00a7 541.102. The requirements of Subpart G (salary requirements) of this part do not apply to the business owners described in this section."], ["29:29:3.1.1.1.23.2.95.3", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "B", "Subpart B\u2014Executive Employees", "", "\u00a7 541.102 Management.", "DOL-WHD", "", "", "", "Generally, \u201cmanagement\u201d includes, but is not limited to, activities such as interviewing, selecting, and training of employees; setting and adjusting their rates of pay and hours of work; directing the work of employees; maintaining production or sales records for use in supervision or control; appraising employees' productivity and efficiency for the purpose of recommending promotions or other changes in status; handling employee complaints and grievances; disciplining employees; planning the work; determining the techniques to be used; apportioning the work among the employees; determining the type of materials, supplies, machinery, equipment or tools to be used or merchandise to be bought, stocked and sold; controlling the flow and distribution of materials or merchandise and supplies; providing for the safety and security of the employees or the property; planning and controlling the budget; and monitoring or implementing legal compliance measures."], ["29:29:3.1.1.1.23.2.95.4", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "B", "Subpart B\u2014Executive Employees", "", "\u00a7 541.103 Department or subdivision.", "DOL-WHD", "", "", "", "(a) The phrase \u201ca customarily recognized department or subdivision\u201d is intended to distinguish between a mere collection of employees assigned from time to time to a specific job or series of jobs and a unit with permanent status and function. A customarily recognized department or subdivision must have a permanent status and a continuing function. For example, a large employer's human resources department might have subdivisions for labor relations, pensions and other benefits, equal employment opportunity, and personnel management, each of which has a permanent status and function.\n\n(b) When an enterprise has more than one establishment, the employee in charge of each establishment may be considered in charge of a recognized subdivision of the enterprise.\n\n(c) A recognized department or subdivision need not be physically within the employer's establishment and may move from place to place. The mere fact that the employee works in more than one location does not invalidate the exemption if other factors show that the employee is actually in charge of a recognized unit with a continuing function in the organization.\n\n(d) Continuity of the same subordinate personnel is not essential to the existence of a recognized unit with a continuing function. An otherwise exempt employee will not lose the exemption merely because the employee draws and supervises workers from a pool or supervises a team of workers drawn from other recognized units, if other factors are present that indicate that the employee is in charge of a recognized unit with a continuing function."], ["29:29:3.1.1.1.23.2.95.5", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "B", "Subpart B\u2014Executive Employees", "", "\u00a7 541.104 Two or more other employees.", "DOL-WHD", "", "", "", "(a) To qualify as an exempt executive under \u00a7 541.100, the employee must customarily and regularly direct the work of two or more other employees. The phrase \u201ctwo or more other employees\u201d means two full-time employees or their equivalent. One full-time and two half-time employees, for example, are equivalent to two full-time employees. Four half-time employees are also equivalent.\n\n(b) The supervision can be distributed among two, three or more employees, but each such employee must customarily and regularly direct the work of two or more other full-time employees or the equivalent. Thus, for example, a department with five full-time nonexempt workers may have up to two exempt supervisors if each such supervisor customarily and regularly directs the work of two of those workers.\n\n(c) An employee who merely assists the manager of a particular department and supervises two or more employees only in the actual manager's absence does not meet this requirement.\n\n(d) Hours worked by an employee cannot be credited more than once for different executives. Thus, a shared responsibility for the supervision of the same two employees in the same department does not satisfy this requirement. However, a full-time employee who works four hours for one supervisor and four hours for a different supervisor, for example, can be credited as a half-time employee for both supervisors."], ["29:29:3.1.1.1.23.2.95.6", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "B", "Subpart B\u2014Executive Employees", "", "\u00a7 541.105 Particular weight.", "DOL-WHD", "", "", "", "To determine whether an employee's suggestions and recommendations are given \u201cparticular weight,\u201d factors to be considered include, but are not limited to, whether it is part of the employee's job duties to make such suggestions and recommendations; the frequency with which such suggestions and recommendations are made or requested; and the frequency with which the employee's suggestions and recommendations are relied upon. Generally, an executive's suggestions and recommendations must pertain to employees whom the executive customarily and regularly directs. It does not include an occasional suggestion with regard to the change in status of a co-worker. An employee's suggestions and recommendations may still be deemed to have \u201cparticular weight\u201d even if a higher level manager's recommendation has more importance and even if the employee does not have authority to make the ultimate decision as to the employee's change in status."], ["29:29:3.1.1.1.23.2.95.7", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "B", "Subpart B\u2014Executive Employees", "", "\u00a7 541.106 Concurrent duties.", "DOL-WHD", "", "", "", "(a) Concurrent performance of exempt and nonexempt work does not disqualify an employee from the executive exemption if the requirements of \u00a7 541.100 are otherwise met. Whether an employee meets the requirements of \u00a7 541.100 when the employee performs concurrent duties is determined on a case-by-case basis and based on the factors set forth in \u00a7 541.700. Generally, exempt executives make the decision regarding when to perform nonexempt duties and remain responsible for the success or failure of business operations under their management while performing the nonexempt work. In contrast, the nonexempt employee generally is directed by a supervisor to perform the exempt work or performs the exempt work for defined time periods. An employee whose primary duty is ordinary production work or routine, recurrent or repetitive tasks cannot qualify for exemption as an executive.\n\n(b) For example, an assistant manager in a retail establishment may perform work such as serving customers, cooking food, stocking shelves and cleaning the establishment, but performance of such nonexempt work does not preclude the exemption if the assistant manager's primary duty is management. An assistant manager can supervise employees and serve customers at the same time without losing the exemption. An exempt employee can also simultaneously direct the work of other employees and stock shelves.\n\n(c) In contrast, a relief supervisor or working supervisor whose primary duty is performing nonexempt work on the production line in a manufacturing plant does not become exempt merely because the nonexempt production line employee occasionally has some responsibility for directing the work of other nonexempt production line employees when, for example, the exempt supervisor is unavailable. Similarly, an employee whose primary duty is to work as an electrician is not an exempt executive even if the employee also directs the work of other employees on the job site, orders parts and materials for the job, and handles requests from the prime contractor."], ["29:29:3.1.1.1.23.3.95.1", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "C", "Subpart C\u2014Administrative Employees", "", "\u00a7 541.200 General rule for administrative employees.", "DOL-WHD", "", "", "[69 FR 22260, Apr. 23, 2004, as amended at 81 FR 32549, May 23, 2016; 84 FR 51306, Sept. 27, 2019; 89 FR 32971, Apr. 26, 2024]", "(a) The term \u201cemployee employed in a bona fide administrative capacity\u201d in section 13(a)(1) of the Act shall mean any employee:\n\n(1) Compensated on a salary or fee basis at not less than the level set forth in \u00a7 541.600;\n\n(2) Whose primary duty is the performance of office or non-manual work directly related to the management or general business operations of the employer or the employer's customers; and\n\n(3) Whose primary duty includes the exercise of discretion and independent judgment with respect to matters of significance.\n\n(b) The term \u201csalary basis\u201d is defined at \u00a7 541.602; \u201cfee basis\u201d is defined at \u00a7 541.605; \u201cboard, lodging or other facilities\u201d is defined at \u00a7 541.606; and \u201cprimary duty\u201d is defined at \u00a7 541.700."], ["29:29:3.1.1.1.23.3.95.2", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "C", "Subpart C\u2014Administrative Employees", "", "\u00a7 541.201 Directly related to management or general business operations.", "DOL-WHD", "", "", "", "(a) To qualify for the administrative exemption, an employee's primary duty must be the performance of work directly related to the management or general business operations of the employer or the employer's customers. The phrase \u201cdirectly related to the management or general business operations\u201d refers to the type of work performed by the employee. To meet this requirement, an employee must perform work directly related to assisting with the running or servicing of the business, as distinguished, for example, from working on a manufacturing production line or selling a product in a retail or service establishment.\n\n(b) Work directly related to management or general business operations includes, but is not limited to, work in functional areas such as tax; finance; accounting; budgeting; auditing; insurance; quality control; purchasing; procurement; advertising; marketing; research; safety and health; personnel management; human resources; employee benefits; labor relations; public relations, government relations; computer network, internet and database administration; legal and regulatory compliance; and similar activities. Some of these activities may be performed by employees who also would qualify for another exemption.\n\n(c) An employee may qualify for the administrative exemption if the employee's primary duty is the performance of work directly related to the management or general business operations of the employer's customers. Thus, for example, employees acting as advisers or consultants to their employer's clients or customers (as tax experts or financial consultants, for example) may be exempt."], ["29:29:3.1.1.1.23.3.95.3", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "C", "Subpart C\u2014Administrative Employees", "", "\u00a7 541.202 Discretion and independent judgment.", "DOL-WHD", "", "", "", "(a) To qualify for the administrative exemption, an employee's primary duty must include the exercise of discretion and independent judgment with respect to matters of significance. In general, the exercise of discretion and independent judgment involves the comparison and the evaluation of possible courses of conduct, and acting or making a decision after the various possibilities have been considered. The term \u201cmatters of significance\u201d refers to the level of importance or consequence of the work performed.\n\n(b) The phrase \u201cdiscretion and independent judgment\u201d must be applied in the light of all the facts involved in the particular employment situation in which the question arises. Factors to consider when determining whether an employee exercises discretion and independent judgment with respect to matters of significance include, but are not limited to: whether the employee has authority to formulate, affect, interpret, or implement management policies or operating practices; whether the employee carries out major assignments in conducting the operations of the business; whether the employee performs work that affects business operations to a substantial degree, even if the employee's assignments are related to operation of a particular segment of the business; whether the employee has authority to commit the employer in matters that have significant financial impact; whether the employee has authority to waive or deviate from established policies and procedures without prior approval; whether the employee has authority to negotiate and bind the company on significant matters; whether the employee provides consultation or expert advice to management; whether the employee is involved in planning long- or short-term business objectives; whether the employee investigates and resolves matters of significance on behalf of management; and whether the employee represents the company in handling complaints, arbitrating disputes or resolving grievances.\n\n(c) The exercise of discretion and independent judgment implies that the employee has authority to make an independent choice, free from immediate direction or supervision. However, employees can exercise discretion and independent judgment even if their decisions or recommendations are reviewed at a higher level. Thus, the term \u201cdiscretion and independent judgment\u201d does not require that the decisions made by an employee have a finality that goes with unlimited authority and a complete absence of review. The decisions made as a result of the exercise of discretion and independent judgment may consist of recommendations for action rather than the actual taking of action. The fact that an employee's decision may be subject to review and that upon occasion the decisions are revised or reversed after review does not mean that the employee is not exercising discretion and independent judgment. For example, the policies formulated by the credit manager of a large corporation may be subject to review by higher company officials who may approve or disapprove these policies. The management consultant who has made a study of the operations of a business and who has drawn a proposed change in organization may have the plan reviewed or revised by superiors before it is submitted to the client.\n\n(d) An employer's volume of business may make it necessary to employ a number of employees to perform the same or similar work. The fact that many employees perform identical work or work of the same relative importance does not mean that the work of each such employee does not involve the exercise of discretion and independent judgment with respect to matters of significance.\n\n(e) The exercise of discretion and independent judgment must be more than the use of skill in applying well-established techniques, procedures or specific standards described in manuals or other sources.  See also  \u00a7 541.704 regarding use of manuals. The exercise of discretion and independent judgment also does not include clerical or secretarial work, recording or tabulating data, or performing other mechanical, repetitive, recurrent or routine work. An employee who simply tabulates data is not exempt, even if labeled as a \u201cstatistician.\u201d\n\n(f) An employee does not exercise discretion and independent judgment with respect to matters of significance merely because the employer will experience financial losses if the employee fails to perform the job properly. For example, a messenger who is entrusted with carrying large sums of money does not exercise discretion and independent judgment with respect to matters of significance even though serious consequences may flow from the employee's neglect. Similarly, an employee who operates very expensive equipment does not exercise discretion and independent judgment with respect to matters of significance merely because improper performance of the employee's duties may cause serious financial loss to the employer."], ["29:29:3.1.1.1.23.3.95.4", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "C", "Subpart C\u2014Administrative Employees", "", "\u00a7 541.203 Administrative exemption examples.", "DOL-WHD", "", "", "", "(a) Insurance claims adjusters generally meet the duties requirements for the administrative exemption, whether they work for an insurance company or other type of company, if their duties include activities such as interviewing insureds, witnesses and physicians; inspecting property damage; reviewing factual information to prepare damage estimates; evaluating and making recommendations regarding coverage of claims; determining liability and total value of a claim; negotiating settlements; and making recommendations regarding litigation.\n\n(b) Employees in the financial services industry generally meet the duties requirements for the administrative exemption if their duties include work such as collecting and analyzing information regarding the customer's income, assets, investments or debts; determining which financial products best meet the customer's needs and financial circumstances; advising the customer regarding the advantages and disadvantages of different financial products; and marketing, servicing or promoting the employer's financial products. However, an employee whose primary duty is selling financial products does not qualify for the administrative exemption.\n\n(c) An employee who leads a team of other employees assigned to complete major projects for the employer (such as purchasing, selling or closing all or part of the business, negotiating a real estate transaction or a collective bargaining agreement, or designing and implementing productivity improvements) generally meets the duties requirements for the administrative exemption, even if the employee does not have direct supervisory responsibility over the other employees on the team.\n\n(d) An executive assistant or administrative assistant to a business owner or senior executive of a large business generally meets the duties requirements for the administrative exemption if such employee, without specific instructions or prescribed procedures, has been delegated authority regarding matters of significance.\n\n(e) Human resources managers who formulate, interpret or implement employment policies and management consultants who study the operations of a business and propose changes in organization generally meet the duties requirements for the administrative exemption. However, personnel clerks who \u201cscreen\u201d applicants to obtain data regarding their minimum qualifications and fitness for employment generally do not meet the duties requirements for the administrative exemption. Such personnel clerks typically will reject all applicants who do not meet minimum standards for the particular job or for employment by the company. The minimum standards are usually set by the exempt human resources manager or other company officials, and the decision to hire from the group of qualified applicants who do meet the minimum standards is similarly made by the exempt human resources manager or other company officials. Thus, when the interviewing and screening functions are performed by the human resources manager or personnel manager who makes the hiring decision or makes recommendations for hiring from the pool of qualified applicants, such duties constitute exempt work, even though routine, because this work is directly and closely related to the employee's exempt functions.\n\n(f) Purchasing agents with authority to bind the company on significant purchases generally meet the duties requirements for the administrative exemption even if they must consult with top management officials when making a purchase commitment for raw materials in excess of the contemplated plant needs.\n\n(g) Ordinary inspection work generally does not meet the duties requirements for the administrative exemption. Inspectors normally perform specialized work along standardized lines involving well-established techniques and procedures which may have been catalogued and described in manuals or other sources. Such inspectors rely on techniques and skills acquired by special training or experience. They have some leeway in the performance of their work but only within closely prescribed limits.\n\n(h) Employees usually called examiners or graders, such as employees that grade lumber, generally do not meet the duties requirements for the administrative exemption. Such employees usually perform work involving the comparison of products with established standards which are frequently catalogued. Often, after continued reference to the written standards, or through experience, the employee acquires sufficient knowledge so that reference to written standards is unnecessary. The substitution of the employee's memory for a manual of standards does not convert the character of the work performed to exempt work requiring the exercise of discretion and independent judgment.\n\n(i) Comparison shopping performed by an employee of a retail store who merely reports to the buyer the prices at a competitor's store does not qualify for the administrative exemption. However, the buyer who evaluates such reports on competitor prices to set the employer's prices generally meets the duties requirements for the administrative exemption.\n\n(j) Public sector inspectors or investigators of various types, such as fire prevention or safety, building or construction, health or sanitation, environmental or soils specialists and similar employees, generally do not meet the duties requirements for the administrative exemption because their work typically does not involve work directly related to the management or general business operations of the employer. Such employees also do not qualify for the administrative exemption because their work involves the use of skills and technical abilities in gathering factual information, applying known standards or prescribed procedures, determining which procedure to follow, or determining whether prescribed standards or criteria are met."], ["29:29:3.1.1.1.23.3.95.5", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "C", "Subpart C\u2014Administrative Employees", "", "\u00a7 541.204 Educational establishments.", "DOL-WHD", "", "", "[69 FR 22260, Apr. 23, 2004, as amended at 81 FR 32549, May 23, 2016; 84 FR 51306, Sept. 27, 2019; 89 FR 32971, Apr. 26, 2024]", "(a) The term \u201cemployee employed in a bona fide administrative capacity\u201d in section 13(a)(1) of the Act also includes employees:\n\n(1) Compensated on a salary or fee basis at not less than the level set forth in \u00a7 541.600; or on a salary basis which is at least equal to the entrance salary for teachers in the educational establishment by which employed; and\n\n(2) Whose primary duty is performing administrative functions directly related to academic instruction or training in an educational establishment or department or subdivision thereof.\n\n(b) The term \u201ceducational establishment\u201d means an elementary or secondary school system, an institution of higher education or other educational institution. Sections 3(v) and 3(w) of the Act define elementary and secondary schools as those day or residential schools that provide elementary or secondary education, as determined under State law. Under the laws of most States, such education includes the curriculums in grades 1 through 12; under many it includes also the introductory programs in kindergarten. Such education in some States may also include nursery school programs in elementary education and junior college curriculums in secondary education. The term \u201cother educational establishment\u201d includes special schools for mentally or physically disabled or gifted children, regardless of any classification of such schools as elementary, secondary or higher. Factors relevant in determining whether post-secondary career programs are educational institutions include whether the school is licensed by a state agency responsible for the state's educational system or accredited by a nationally recognized accrediting organization for career schools. Also, for purposes of the exemption, no distinction is drawn between public and private schools, or between those operated for profit and those that are not for profit.\n\n(c) The phrase \u201cperforming administrative functions directly related to academic instruction or training\u201d means work related to the academic operations and functions in a school rather than to administration along the lines of general business operations. Such academic administrative functions include operations directly in the field of education. Jobs relating to areas outside the educational field are not within the definition of academic administration.\n\n(1) Employees engaged in academic administrative functions include: the superintendent or other head of an elementary or secondary school system, and any assistants, responsible for administration of such matters as curriculum, quality and methods of instructing, measuring and testing the learning potential and achievement of students, establishing and maintaining academic and grading standards, and other aspects of the teaching program; the principal and any vice-principals responsible for the operation of an elementary or secondary school; department heads in institutions of higher education responsible for the administration of the mathematics department, the English department, the foreign language department, etc.; academic counselors who perform work such as administering school testing programs, assisting students with academic problems and advising students concerning degree requirements; and other employees with similar responsibilities.\n\n(2) Jobs relating to building management and maintenance, jobs relating to the health of the students, and academic staff such as social workers, psychologists, lunch room managers or dietitians do not perform academic administrative functions. Although such work is not considered academic administration, such employees may qualify for exemption under \u00a7 541.200 or under other sections of this part, provided the requirements for such exemptions are met."], ["29:29:3.1.1.1.23.4.95.1", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "D", "Subpart D\u2014Professional Employees", "", "\u00a7 541.300 General rule for professional employees.", "DOL-WHD", "", "", "[69 FR 22260, Apr. 23, 2004, as amended at 81 FR 32549, May 23, 2016; 84 FR 51306, Sept. 27, 2019; 89 32971, Apr. 26, 2024]", "(a) The term \u201cemployee employed in a bona fide professional capacity\u201d in section 13(a)(1) of the Act shall mean any employee:\n\n(1) Compensated on a salary or fee basis at not less than the level set forth in \u00a7 541.600; and\n\n(2) Whose primary duty is the performance of work:\n\n(i) Requiring knowledge of an advanced type in a field of science or learning customarily acquired by a prolonged course of specialized intellectual instruction; or\n\n(ii) Requiring invention, imagination, originality or talent in a recognized field of artistic or creative endeavor.\n\n(b) The term \u201csalary basis\u201d is defined at \u00a7 541.602; \u201cfee basis\u201d is defined at \u00a7 541.605; \u201cboard, lodging or other facilities\u201d is defined at \u00a7 541.606; and \u201cprimary duty\u201d is defined at \u00a7 541.700."], ["29:29:3.1.1.1.23.4.95.2", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "D", "Subpart D\u2014Professional Employees", "", "\u00a7 541.301 Learned professionals.", "DOL-WHD", "", "", "", "(a) To qualify for the learned professional exemption, an employee's primary duty must be the performance of work requiring advanced knowledge in a field of science or learning customarily acquired by a prolonged course of specialized intellectual instruction. This primary duty test includes three elements:\n\n(1) The employee must perform work requiring advanced knowledge;\n\n(2) The advanced knowledge must be in a field of science or learning; and\n\n(3) The advanced knowledge must be customarily acquired by a prolonged course of specialized intellectual instruction.\n\n(b) The phrase \u201cwork requiring advanced knowledge\u201d means work which is predominantly intellectual in character, and which includes work requiring the consistent exercise of discretion and judgment, as distinguished from performance of routine mental, manual, mechanical or physical work. An employee who performs work requiring advanced knowledge generally uses the advanced knowledge to analyze, interpret or make deductions from varying facts or circumstances. Advanced knowledge cannot be attained at the high school level.\n\n(c) The phrase \u201cfield of science or learning\u201d includes the traditional professions of law, medicine, theology, accounting, actuarial computation, engineering, architecture, teaching, various types of physical, chemical and biological sciences, pharmacy and other similar occupations that have a recognized professional status as distinguished from the mechanical arts or skilled trades where in some instances the knowledge is of a fairly advanced type, but is not in a field of science or learning.\n\n(d) The phrase \u201ccustomarily acquired by a prolonged course of specialized intellectual instruction\u201d restricts the exemption to professions where specialized academic training is a standard prerequisite for entrance into the profession. The best prima facie evidence that an employee meets this requirement is possession of the appropriate academic degree. However, the word \u201ccustomarily\u201d means that the exemption is also available to employees in such professions who have substantially the same knowledge level and perform substantially the same work as the degreed employees, but who attained the advanced knowledge through a combination of work experience and intellectual instruction. Thus, for example, the learned professional exemption is available to the occasional lawyer who has not gone to law school, or the occasional chemist who is not the possessor of a degree in chemistry. However, the learned professional exemption is not available for occupations that customarily may be performed with only the general knowledge acquired by an academic degree in any field, with knowledge acquired through an apprenticeship, or with training in the performance of routine mental, manual, mechanical or physical processes. The learned professional exemption also does not apply to occupations in which most employees have acquired their skill by experience rather than by advanced specialized intellectual instruction.\n\n(e)(1)  Registered or certified medical technologists.  Registered or certified medical technologists who have successfully completed three academic years of pre-professional study in an accredited college or university plus a fourth year of professional course work in a school of medical technology approved by the Council of Medical Education of the American Medical Association generally meet the duties requirements for the learned professional exemption.\n\n(2)  Nurses.  Registered nurses who are registered by the appropriate State examining board generally meet the duties requirements for the learned professional exemption. Licensed practical nurses and other similar health care employees, however, generally do not qualify as exempt learned professionals because possession of a specialized advanced academic degree is not a standard prerequisite for entry into such occupations.\n\n(3)  Dental hygienists.  Dental hygienists who have successfully completed four academic years of pre-professional and professional study in an accredited college or university approved by the Commission on Accreditation of Dental and Dental Auxiliary Educational Programs of the American Dental Association generally meet the duties requirements for the learned professional exemption.\n\n(4)  Physician assistants.  Physician assistants who have successfully completed four academic years of pre-professional and professional study, including graduation from a physician assistant program accredited by the Accreditation Review Commission on Education for the Physician Assistant, and who are certified by the National Commission on Certification of Physician Assistants generally meet the duties requirements for the learned professional exemption.\n\n(5)  Accountants.  Certified public accountants generally meet the duties requirements for the learned professional exemption. In addition, many other accountants who are not certified public accountants but perform similar job duties may qualify as exempt learned professionals. However, accounting clerks, bookkeepers and other employees who normally perform a great deal of routine work generally will not qualify as exempt professionals.\n\n(6)  Chefs.  Chefs, such as executive chefs and sous chefs, who have attained a four-year specialized academic degree in a culinary arts program, generally meet the duties requirements for the learned professional exemption. The learned professional exemption is not available to cooks who perform predominantly routine mental, manual, mechanical or physical work.\n\n(7)  Paralegals.  Paralegals and legal assistants generally do not qualify as exempt learned professionals because an advanced specialized academic degree is not a standard prerequisite for entry into the field. Although many paralegals possess general four-year advanced degrees, most specialized paralegal programs are two-year associate degree programs from a community college or equivalent institution. However, the learned professional exemption is available for paralegals who possess advanced specialized degrees in other professional fields and apply advanced knowledge in that field in the performance of their duties. For example, if a law firm hires an engineer as a paralegal to provide expert advice on product liability cases or to assist on patent matters, that engineer would qualify for exemption.\n\n(8)  Athletic trainers.  Athletic trainers who have successfully completed four academic years of pre-professional and professional study in a specialized curriculum accredited by the Commission on Accreditation of Allied Health Education Programs and who are certified by the Board of Certification of the National Athletic Trainers Association Board of Certification generally meet the duties requirements for the learned professional exemption.\n\n(9)  Funeral directors or embalmers.  Licensed funeral directors and embalmers who are licensed by and working in a state that requires successful completion of four academic years of pre-professional and professional study, including graduation from a college of mortuary science accredited by the American Board of Funeral Service Education, generally meet the duties requirements for the learned professional exemption.\n\n(f) The areas in which the professional exemption may be available are expanding. As knowledge is developed, academic training is broadened and specialized degrees are offered in new and diverse fields, thus creating new specialists in particular fields of science or learning. When an advanced specialized degree has become a standard requirement for a particular occupation, that occupation may have acquired the characteristics of a learned profession. Accrediting and certifying organizations similar to those listed in paragraphs (e)(1), (e)(3), (e)(4), (e)(8) and (e)(9) of this section also may be created in the future. Such organizations may develop similar specialized curriculums and certification programs which, if a standard requirement for a particular occupation, may indicate that the occupation has acquired the characteristics of a learned profession."], ["29:29:3.1.1.1.23.4.95.3", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "D", "Subpart D\u2014Professional Employees", "", "\u00a7 541.302 Creative professionals.", "DOL-WHD", "", "", "", "(a) To qualify for the creative professional exemption, an employee's primary duty must be the performance of work requiring invention, imagination, originality or talent in a recognized field of artistic or creative endeavor as opposed to routine mental, manual, mechanical or physical work. The exemption does not apply to work which can be produced by a person with general manual or intellectual ability and training.\n\n(b) To qualify for exemption as a creative professional, the work performed must be \u201cin a recognized field of artistic or creative endeavor.\u201d This includes such fields as music, writing, acting and the graphic arts.\n\n(c) The requirement of \u201cinvention, imagination, originality or talent\u201d distinguishes the creative professions from work that primarily depends on intelligence, diligence and accuracy. The duties of employees vary widely, and exemption as a creative professional depends on the extent of the invention, imagination, originality or talent exercised by the employee. Determination of exempt creative professional status, therefore, must be made on a case-by-case basis. This requirement generally is met by actors, musicians, composers, conductors, and soloists; painters who at most are given the subject matter of their painting; cartoonists who are merely told the title or underlying concept of a cartoon and must rely on their own creative ability to express the concept; essayists, novelists, short-story writers and screen-play writers who choose their own subjects and hand in a finished piece of work to their employers (the majority of such persons are, of course, not employees but self-employed); and persons holding the more responsible writing positions in advertising agencies. This requirement generally is not met by a person who is employed as a copyist, as an \u201canimator\u201d of motion-picture cartoons, or as a retoucher of photographs, since such work is not properly described as creative in character.\n\n(d) Journalists may satisfy the duties requirements for the creative professional exemption if their primary duty is work requiring invention, imagination, originality or talent, as opposed to work which depends primarily on intelligence, diligence and accuracy. Employees of newspapers, magazines, television and other media are not exempt creative professionals if they only collect, organize and record information that is routine or already public, or if they do not contribute a unique interpretation or analysis to a news product. Thus, for example, newspaper reporters who merely rewrite press releases or who write standard recounts of public information by gathering facts on routine community events are not exempt creative professionals. Reporters also do not qualify as exempt creative professionals if their work product is subject to substantial control by the employer. However, journalists may qualify as exempt creative professionals if their primary duty is performing on the air in radio, television or other electronic media; conducting investigative interviews; analyzing or interpreting public events; writing editorials, opinion columns or other commentary; or acting as a narrator or commentator."], ["29:29:3.1.1.1.23.4.95.4", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "D", "Subpart D\u2014Professional Employees", "", "\u00a7 541.303 Teachers.", "DOL-WHD", "", "", "", "(a) The term \u201cemployee employed in a bona fide professional capacity\u201d in section 13(a)(1) of the Act also means any employee with a primary duty of teaching, tutoring, instructing or lecturing in the activity of imparting knowledge and who is employed and engaged in this activity as a teacher in an educational establishment by which the employee is employed. The term \u201ceducational establishment\u201d is defined in \u00a7 541.204(b).\n\n(b) Exempt teachers include, but are not limited to: Regular academic teachers; teachers of kindergarten or nursery school pupils; teachers of gifted or disabled children; teachers of skilled and semi-skilled trades and occupations; teachers engaged in automobile driving instruction; aircraft flight instructors; home economics teachers; and vocal or instrumental music instructors. Those faculty members who are engaged as teachers but also spend a considerable amount of their time in extracurricular activities such as coaching athletic teams or acting as moderators or advisors in such areas as drama, speech, debate or journalism are engaged in teaching. Such activities are a recognized part of the schools' responsibility in contributing to the educational development of the student.\n\n(c) The possession of an elementary or secondary teacher's certificate provides a clear means of identifying the individuals contemplated as being within the scope of the exemption for teaching professionals. Teachers who possess a teaching certificate qualify for the exemption regardless of the terminology (e.g., permanent, conditional, standard, provisional, temporary, emergency, or unlimited) used by the State to refer to different kinds of certificates. However, private schools and public schools are not uniform in requiring a certificate for employment as an elementary or secondary school teacher, and a teacher's certificate is not generally necessary for employment in institutions of higher education or other educational establishments. Therefore, a teacher who is not certified may be considered for exemption, provided that such individual is employed as a teacher by the employing school or school system.\n\n(d) The requirements of \u00a7 541.300 and Subpart G (salary requirements) of this part do not apply to the teaching professionals described in this section."], ["29:29:3.1.1.1.23.4.95.5", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "D", "Subpart D\u2014Professional Employees", "", "\u00a7 541.304 Practice of law or medicine.", "DOL-WHD", "", "", "", "(a) The term \u201cemployee employed in a bona fide professional capacity\u201d in section 13(a)(1) of the Act also shall mean:\n\n(1) Any employee who is the holder of a valid license or certificate permitting the practice of law or medicine or any of their branches and is actually engaged in the practice thereof; and\n\n(2) Any employee who is the holder of the requisite academic degree for the general practice of medicine and is engaged in an internship or resident program pursuant to the practice of the profession.\n\n(b) In the case of medicine, the exemption applies to physicians and other practitioners licensed and practicing in the field of medical science and healing or any of the medical specialties practiced by physicians or practitioners. The term \u201cphysicians\u201d includes medical doctors including general practitioners and specialists, osteopathic physicians (doctors of osteopathy), podiatrists, dentists (doctors of dental medicine), and optometrists (doctors of optometry or bachelors of science in optometry).\n\n(c) Employees engaged in internship or resident programs, whether or not licensed to practice prior to commencement of the program, qualify as exempt professionals if they enter such internship or resident programs after the earning of the appropriate degree required for the general practice of their profession.\n\n(d) The requirements of \u00a7 541.300 and subpart G (salary requirements) of this part do not apply to the employees described in this section."], ["29:29:3.1.1.1.23.5.95.1", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "E", "Subpart E\u2014Computer Employees", "", "\u00a7 541.400 General rule for computer employees.", "DOL-WHD", "", "", "[69 FR 22260, Apr. 23, 2004, as amended at 81 FR 32550, May 23, 2016; 84 FR 51306, Sept. 27, 2019; 89 FR 32971, Apr. 26, 2024]", "(a) Computer systems analysts, computer programmers, software engineers or other similarly skilled workers in the computer field are eligible for exemption as professionals under section 13(a)(1) of the Act and under section 13(a)(17) of the Act. Because job titles vary widely and change quickly in the computer industry, job titles are not determinative of the applicability of this exemption.\n\n(b) The section 13(a)(1) exemption applies to any computer employee who is compensated on a salary or fee basis at not less than the level set forth in \u00a7 541.600.  The section 13(a)(17) exemption applies to any computer employee compensated on an hourly basis at a rate of not less than $27.63 an hour. In addition, under either section 13(a)(1) or section 13(a)(17) of the Act, the exemptions apply only to computer employees whose primary duty consists of:\n\n(1) The application of systems analysis techniques and procedures, including consulting with users, to determine hardware, software or system functional specifications;\n\n(2) The design, development, documentation, analysis, creation, testing or modification of computer systems or programs, including prototypes, based on and related to user or system design specifications;\n\n(3) The design, documentation, testing, creation or modification of computer programs related to machine operating systems; or\n\n(4) A combination of the aforementioned duties, the performance of which requires the same level of skills.\n\n(c) The term \u201csalary basis\u201d is defined at \u00a7 541.602; \u201cfee basis\u201d is defined at \u00a7 541.605; \u201cboard, lodging or other facilities\u201d is defined at \u00a7 541.606; and \u201cprimary duty\u201d is defined at \u00a7 541.700."], ["29:29:3.1.1.1.23.5.95.2", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "E", "Subpart E\u2014Computer Employees", "", "\u00a7 541.401 Computer manufacture and repair.", "DOL-WHD", "", "", "", "The exemption for employees in computer occupations does not include employees engaged in the manufacture or repair of computer hardware and related equipment. Employees whose work is highly dependent upon, or facilitated by, the use of computers and computer software programs (e.g., engineers, drafters and others skilled in computer-aided design software), but who are not primarily engaged in computer systems analysis and programming or other similarly skilled computer-related occupations identified in \u00a7 541.400(b), are also not exempt computer professionals."], ["29:29:3.1.1.1.23.5.95.3", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "E", "Subpart E\u2014Computer Employees", "", "\u00a7 541.402 Executive and administrative computer employees.", "DOL-WHD", "", "", "", "Computer employees within the scope of this exemption, as well as those employees not within its scope, may also have executive and administrative duties which qualify the employees for exemption under subpart B or subpart C of this part. For example, systems analysts and computer programmers generally meet the duties requirements for the administrative exemption if their primary duty includes work such as planning, scheduling, and coordinating activities required to develop systems to solve complex business, scientific or engineering problems of the employer or the employer's customers. Similarly, a senior or lead computer programmer who manages the work of two or more other programmers in a customarily recognized department or subdivision of the employer, and whose recommendations as to the hiring, firing, advancement, promotion or other change of status of the other programmers are given particular weight, generally meets the duties requirements for the executive exemption."], ["29:29:3.1.1.1.23.6.95.1", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "F", "Subpart F\u2014Outside Sales Employees", "", "\u00a7 541.500 General rule for outside sales employees.", "DOL-WHD", "", "", "", "(a) The term \u201cemployee employed in the capacity of outside salesman\u201d in section 13(a)(1) of the Act shall mean any employee:\n\n(1) Whose primary duty is:\n\n(i) making sales within the meaning of section 3(k) of the Act, or\n\n(ii) obtaining orders or contracts for services or for the use of facilities for which a consideration will be paid by the client or customer; and\n\n(2) Who is customarily and regularly engaged away from the employer's place or places of business in performing such primary duty.\n\n(b) The term \u201cprimary duty\u201d is defined at \u00a7 541.700. In determining the primary duty of an outside sales employee, work performed incidental to and in conjunction with the employee's own outside sales or solicitations, including incidental deliveries and collections, shall be regarded as exempt outside sales work. Other work that furthers the employee's sales efforts also shall be regarded as exempt work including, for example, writing sales reports, updating or revising the employee's sales or display catalogue, planning itineraries and attending sales conferences.\n\n(c) The requirements of subpart G (salary requirements) of this part do not apply to the outside sales employees described in this section."], ["29:29:3.1.1.1.23.6.95.2", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "F", "Subpart F\u2014Outside Sales Employees", "", "\u00a7 541.501 Making sales or obtaining orders.", "DOL-WHD", "", "", "", "(a) Section 541.500 requires that the employee be engaged in:\n\n(1) Making sales within the meaning of section 3(k) of the Act, or\n\n(2) Obtaining orders or contracts for services or for the use of facilities.\n\n(b) Sales within the meaning of section 3(k) of the Act include the transfer of title to tangible property, and in certain cases, of tangible and valuable evidences of intangible property. Section 3(k) of the Act states that \u201csale\u201d or \u201csell\u201d includes any sale, exchange, contract to sell, consignment for sale, shipment for sale, or other disposition.\n\n(c) Exempt outside sales work includes not only the sales of commodities, but also \u201cobtaining orders or contracts for services or for the use of facilities for which a consideration will be paid by the client or customer.\u201d Obtaining orders for \u201cthe use of facilities\u201d includes the selling of time on radio or television, the solicitation of advertising for newspapers and other periodicals, and the solicitation of freight for railroads and other transportation agencies.\n\n(d) The word \u201cservices\u201d extends the outside sales exemption to employees who sell or take orders for a service, which may be performed for the customer by someone other than the person taking the order."], ["29:29:3.1.1.1.23.6.95.3", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "F", "Subpart F\u2014Outside Sales Employees", "", "\u00a7 541.502 Away from employer's place of business.", "DOL-WHD", "", "", "", "An outside sales employee must be customarily and regularly engaged \u201caway from the employer's place or places of business.\u201d The outside sales employee is an employee who makes sales at the customer's place of business or, if selling door-to-door, at the customer's home. Outside sales does not include sales made by mail, telephone or the Internet unless such contact is used merely as an adjunct to personal calls. Thus, any fixed site, whether home or office, used by a salesperson as a headquarters or for telephonic solicitation of sales is considered one of the employer's places of business, even though the employer is not in any formal sense the owner or tenant of the property. However, an outside sales employee does not lose the exemption by displaying samples in hotel sample rooms during trips from city to city; these sample rooms should not be considered as the employer's places of business. Similarly, an outside sales employee does not lose the exemption by displaying the employer's products at a trade show. If selling actually occurs, rather than just sales promotion, trade shows of short duration ( i.e.,  one or two weeks) should not be considered as the employer's place of business."], ["29:29:3.1.1.1.23.6.95.4", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "F", "Subpart F\u2014Outside Sales Employees", "", "\u00a7 541.503 Promotion work.", "DOL-WHD", "", "", "", "(a) Promotion work is one type of activity often performed by persons who make sales, which may or may not be exempt outside sales work, depending upon the circumstances under which it is performed. Promotional work that is actually performed incidental to and in conjunction with an employee's own outside sales or solicitations is exempt work. On the other hand, promotional work that is incidental to sales made, or to be made, by someone else is not exempt outside sales work. An employee who does not satisfy the requirements of this subpart may still qualify as an exempt employee under other subparts of this rule.\n\n(b) A manufacturer's representative, for example, may perform various types of promotional activities such as putting up displays and posters, removing damaged or spoiled stock from the merchant's shelves or rearranging the merchandise. Such an employee can be considered an exempt outside sales employee if the employee's primary duty is making sales or contracts. Promotion activities directed toward consummation of the employee's own sales are exempt. Promotional activities designed to stimulate sales that will be made by someone else are not exempt outside sales work.\n\n(c) Another example is a company representative who visits chain stores, arranges the merchandise on shelves, replenishes stock by replacing old with new merchandise, sets up displays and consults with the store manager when inventory runs low, but does not obtain a commitment for additional purchases. The arrangement of merchandise on the shelves or the replenishing of stock is not exempt work unless it is incidental to and in conjunction with the employee's own outside sales. Because the employee in this instance does not consummate the sale nor direct efforts toward the consummation of a sale, the work is not exempt outside sales work."], ["29:29:3.1.1.1.23.6.95.5", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "F", "Subpart F\u2014Outside Sales Employees", "", "\u00a7 541.504 Drivers who sell.", "DOL-WHD", "", "", "", "(a) Drivers who deliver products and also sell such products may qualify as exempt outside sales employees only if the employee has a primary duty of making sales. In determining the primary duty of drivers who sell, work performed incidental to and in conjunction with the employee's own outside sales or solicitations, including loading, driving or delivering products, shall be regarded as exempt outside sales work.\n\n(b) Several factors should be considered in determining if a driver has a primary duty of making sales, including, but not limited to: a comparison of the driver's duties with those of other employees engaged as truck drivers and as salespersons; possession of a selling or solicitor's license when such license is required by law or ordinances; presence or absence of customary or contractual arrangements concerning amounts of products to be delivered; description of the employee's occupation in collective bargaining agreements; the employer's specifications as to qualifications for hiring; sales training; attendance at sales conferences; method of payment; and proportion of earnings directly attributable to sales.\n\n(c) Drivers who may qualify as exempt outside sales employees include:\n\n(1) A driver who provides the only sales contact between the employer and the customers visited, who calls on customers and takes orders for products, who delivers products from stock in the employee's vehicle or procures and delivers the product to the customer on a later trip, and who receives compensation commensurate with the volume of products sold.\n\n(2) A driver who obtains or solicits orders for the employer's products from persons who have authority to commit the customer for purchases.\n\n(3) A driver who calls on new prospects for customers along the employee's route and attempts to convince them of the desirability of accepting regular delivery of goods.\n\n(4) A driver who calls on established customers along the route and persuades regular customers to accept delivery of increased amounts of goods or of new products, even though the initial sale or agreement for delivery was made by someone else.\n\n(d) Drivers who generally would not qualify as exempt outside sales employees include:\n\n(1) A route driver whose primary duty is to transport products sold by the employer through vending machines and to keep such machines stocked, in good operating condition, and in good locations.\n\n(2) A driver who often calls on established customers day after day or week after week, delivering a quantity of the employer's products at each call when the sale was not significantly affected by solicitations of the customer by the delivering driver or the amount of the sale is determined by the volume of the customer's sales since the previous delivery.\n\n(3) A driver primarily engaged in making deliveries to customers and performing activities intended to promote sales by customers (including placing point-of-sale and other advertising materials, price stamping commodities, arranging merchandise on shelves, in coolers or in cabinets, rotating stock according to date, and cleaning and otherwise servicing display cases), unless such work is in furtherance of the driver's own sales efforts."], ["29:29:3.1.1.1.23.7.95.1", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "G", "Subpart G\u2014Salary Requirements", "", "\u00a7 541.600 Amount of salary required.", "DOL-WHD", "", "", "[89 FR 32971, Apr. 26, 2024]", "(a)  Standard salary level.  To qualify as an exempt executive, administrative, or professional employee under section 13(a)(1) of the Act, an employee must be compensated on a salary basis at a rate per week of not less than the amount set forth in paragraphs (a)(1) through (3) of this section, exclusive of board, lodging or other facilities, unless paragraph (b) or (c) of this section applies. Administrative and professional employees may also be paid on a fee basis, as defined in \u00a7 541.605.\n\n(1) Beginning on July 1, 2024, $844 per week (the 20th percentile of weekly earnings of full-time nonhourly workers in the lowest-wage Census Region and/or retail industry nationally).\n\n(2) Beginning on January 1, 2025, $1,128 per week (the 35th percentile of weekly earnings of full-time nonhourly workers in the lowest-wage Census Region).\n\n(3) As of July 1, 2027, the level calculated pursuant to \u00a7 541.607(b)(1).\n\n(b)  Commonwealth of the Northern Mariana Islands, Guam, Puerto Rico, U.S. Virgin Islands.  To qualify as an exempt executive, administrative, or professional employee under section 13(a)(1) of the Act, an employee in the Commonwealth of the Northern Mariana Islands, Guam, Puerto Rico, or the U.S. Virgin Islands employed by employers other than the Federal Government must be compensated on a salary basis at a rate of not less than $455 per week, exclusive of board, lodging or other facilities. Administrative and professional employees may also be paid on a fee basis, as defined in \u00a7 541.605.\n\n(c)  American Samoa.  To qualify as an exempt executive, administrative, or professional employee under section 13(a)(1) of the Act, an employee in American Samoa employed by employers other than the Federal Government must be compensated on a salary basis at a rate of not less than $380 per week, exclusive of board, lodging or other facilities. Administrative and professional employees may also be paid on a fee basis, as defined in \u00a7 541.605.\n\n(d)  Frequency of payment.  The salary level requirement may be translated into equivalent amounts for periods longer than one week. For example, the $1,128 per week requirement described in paragraph (a)(2) of this section would be met if the employee is compensated biweekly on a salary basis of not less than $2,256, semimonthly on a salary basis of not less than $2,444, or monthly on a salary basis of not less than $4,888. However, the shortest period of payment that will meet this compensation requirement is one week.\n\n(e)  Alternative salary level for academic administrative employees.  In the case of academic administrative employees, the salary level requirement also may be met by compensation on a salary basis at a rate at least equal to the entrance salary for teachers in the educational establishment by which the employee is employed, as provided in \u00a7 541.204(a)(1).\n\n(f)  Hourly rate for computer employees.  In the case of computer employees, the compensation requirement also may be met by compensation on an hourly basis at a rate not less than $27.63 an hour, as provided in \u00a7 541.400(b).\n\n(g)  Exceptions to the standard salary criteria.  In the case of professional employees, the compensation requirements in this section shall not apply to employees engaged as teachers ( see  \u00a7 541.303); employees who hold a valid license or certificate permitting the practice of law or medicine or any of their branches and are actually engaged in the practice thereof ( see  \u00a7 541.304); or to employees who hold the requisite academic degree for the general practice of medicine and are engaged in an internship or resident program pursuant to the practice of the profession ( see  \u00a7 541.304). In the case of medical occupations, the exception from the salary or fee requirement does not apply to pharmacists, nurses, therapists, technologists, sanitarians, dietitians, social workers, psychologists, psychometrists, or other professions which service the medical profession."], ["29:29:3.1.1.1.23.7.95.2", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "G", "Subpart G\u2014Salary Requirements", "", "\u00a7 541.601 Highly compensated employees.", "DOL-WHD", "", "", "[69 FR 22260, Apr. 23, 2004, as amended at 81 FR 32550, May 23, 2016; 84 FR 51307, Sept. 27, 2019; 85 FR 34969, June 8, 2020; 89 FR 32972, Apr. 26, 2024]", "(a) An employee shall be exempt under section 13(a)(1) of the Act if the employee receives total annual compensation of not less than the amount set forth in paragraph (a)(1) through (4) of this section, and the employee customarily and regularly performs any one or more of the exempt duties or responsibilities of an executive, administrative, or professional employee identified in subpart B, C, or D of this part:\n\n(1) Beginning on July 1, 2024, $132,964 per year (the annualized earnings amount of the 80th percentile of full-time nonhourly workers nationally).\n\n(2) Beginning on January 1, 2025, $151,164 per year (the annualized earnings amount of the 85th percentile of full-time nonhourly workers nationally).\n\n(3) As of July 1, 2027, the total annual compensation level calculated pursuant to \u00a7 541.607(b)(2).\n\n(4) Where the annual period covers periods during which multiple total annual compensation levels apply, the amount of total annual compensation due will be determined on a proportional basis.\n\n(b)(1) Total annual compensation must include at least a weekly amount equal to that required by \u00a7 541.600(a)(1) through (3) paid on a salary or fee basis as set forth in \u00a7\u00a7 541.602 and 541.605, except that \u00a7 541.602(a)(3) shall not apply to highly compensated employees. Total annual compensation may also include commissions, nondiscretionary bonuses and other nondiscretionary compensation earned during a 52-week period. Total annual compensation does not include board, lodging and other facilities as defined in \u00a7 541.606, and does not include payments for medical insurance, payments for life insurance, contributions to retirement plans and the cost of other fringe benefits.\n\n(2) If an employee's total annual compensation does not total at least the amount set forth in paragraph (a) of this section by the last pay period of the 52-week period, the employer may, during the last pay period or within one month after the end of the 52-week period, make one final payment sufficient to achieve the required level. For example, for a 52-week period beginning January 1, 2025, an employee may earn $135,000 in base salary, and the employer may anticipate based upon past sales that the employee also will earn $20,000 in commissions. However, due to poor sales in the final quarter of the year, the employee only earns $14,000 in commissions. In this situation, the employer may within one month after the end of the year make a payment of at least $2,164 to the employee. Any such final payment made after the end of the 52-week period may count only toward the prior year's total annual compensation and not toward the total annual compensation in the year it was paid. If the employer fails to make such a payment, the employee does not qualify as a highly compensated employee, but may still qualify as exempt under subpart B, C, or D of this part.\n\n(3) An employee who does not work a full year for the employer, either because the employee is newly hired after the beginning of the year or ends the employment before the end of the year, may qualify for exemption under this section if the employee receives a  pro rata  portion of the minimum amount established in paragraph (a) of this section, based upon the number of weeks that the employee will be or has been employed. An employer may make one final payment as under paragraph (b)(2) of this section within one month after the end of employment.\n\n(4) The employer may utilize any 52-week period as the year, such as a calendar year, a fiscal year, or an anniversary of hire year. If the employer does not identify some other year period in advance, the calendar year will apply.\n\n(c) A high level of compensation is a strong indicator of an employee's exempt status, thus eliminating the need for a detailed analysis of the employee's job duties. Thus, a highly compensated employee will qualify for exemption if the employee customarily and regularly performs any one or more of the exempt duties or responsibilities of an executive, administrative or professional employee identified in subparts B, C or D of this part. An employee may qualify as a highly compensated executive employee, for example, if the employee customarily and regularly directs the work of two or more other employees, even though the employee does not meet all of the other requirements for the executive exemption under \u00a7 541.100.\n\n(d) This section applies only to employees whose primary duty includes performing office or non-manual work. Thus, for example, non-management production-line workers and non-management employees in maintenance, construction and similar occupations such as carpenters, electricians, mechanics, plumbers, iron workers, craftsmen, operating engineers, longshoremen, construction workers, laborers and other employees who perform work involving repetitive operations with their hands, physical skill and energy are not exempt under this section no matter how highly paid they might be."], ["29:29:3.1.1.1.23.7.95.3", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "G", "Subpart G\u2014Salary Requirements", "", "\u00a7 541.602 Salary basis.", "DOL-WHD", "", "", "[69 FR 22260, Apr. 23, 2004, as amended at 81 FR 32550, May 23, 2016; 84 FR 51307, Sept. 27, 2019; 89 FR 32972, Apr. 26, 2024]", "(a)  General rule.  An employee will be considered to be paid on a \u201csalary basis\u201d within the meaning of this part if the employee regularly receives each pay period on a weekly, or less frequent basis, a predetermined amount constituting all or part of the employee's compensation, which amount is not subject to reduction because of variations in the quality or quantity of the work performed.\n\n(1) Subject to the exceptions provided in paragraph (b) of this section, an exempt employee must receive the full salary for any week in which the employee performs any work without regard to the number of days or hours worked. Exempt employees need not be paid for any workweek in which they perform no work.\n\n(2) An employee is not paid on a salary basis if deductions from the employee's predetermined compensation are made for absences occasioned by the employer or by the operating requirements of the business. If the employee is ready, willing and able to work, deductions may not be made for time when work is not available.\n\n(3) Up to ten percent of the salary amount required by \u00a7 541.600(a) through (c) may be satisfied by the payment of nondiscretionary bonuses, incentives, and commissions, that are paid annually or more frequently. The employer may utilize any 52-week period as the year, such as a calendar year, a fiscal year, or an anniversary of hire year. If the employer does not identify some other year period in advance, the calendar year will apply. This provision does not apply to highly compensated employees under \u00a7 541.601.\n\n(i) If by the last pay period of the 52-week period the sum of the employee's weekly salary plus nondiscretionary bonus, incentive, and commission payments received is less than 52 times the weekly salary amount required by \u00a7 541.600(a) through (c), the employer may make one final payment sufficient to achieve the required level no later than the next pay period after the end of the year. Any such final payment made after the end of the 52-week period may count only toward the prior year's salary amount and not toward the salary amount in the year it was paid.\n\n(ii) An employee who does not work a full 52-week period for the employer, either because the employee is newly hired after the beginning of this period or ends the employment before the end of this period, may qualify for exemption if the employee receives a  pro rata  portion of the minimum amount established in paragraph (a)(3) of this section, based upon the number of weeks that the employee will be or has been employed. An employer may make one final payment as under paragraph (a)(3)(i) of this section within one pay period after the end of employment.\n\n(b)  Exceptions.  The prohibition against deductions from pay in the salary basis requirement is subject to the following exceptions:\n\n(1) Deductions from pay may be made when an exempt employee is absent from work for one or more full days for personal reasons, other than sickness or disability. Thus, if an employee is absent for two full days to handle personal affairs, the employee's salaried status will not be affected if deductions are made from the salary for two full-day absences. However, if an exempt employee is absent for one and a half days for personal reasons, the employer can deduct only for the one full-day absence.\n\n(2) Deductions from pay may be made for absences of one or more full days occasioned by sickness or disability (including work-related accidents) if the deduction is made in accordance with a bona fide plan, policy or practice of providing compensation for loss of salary occasioned by such sickness or disability. The employer is not required to pay any portion of the employee's salary for full-day absences for which the employee receives compensation under the plan, policy or practice. Deductions for such full-day absences also may be made before the employee has qualified under the plan, policy or practice, and after the employee has exhausted the leave allowance thereunder. Thus, for example, if an employer maintains a short-term disability insurance plan providing salary replacement for 12 weeks starting on the fourth day of absence, the employer may make deductions from pay for the three days of absence before the employee qualifies for benefits under the plan; for the twelve weeks in which the employee receives salary replacement benefits under the plan; and for absences after the employee has exhausted the 12 weeks of salary replacement benefits. Similarly, an employer may make deductions from pay for absences of one or more full days if salary replacement benefits are provided under a State disability insurance law or under a State workers' compensation law.\n\n(3) While an employer cannot make deductions from pay for absences of an exempt employee occasioned by jury duty, attendance as a witness or temporary military leave, the employer can offset any amounts received by an employee as jury fees, witness fees or military pay for a particular week against the salary due for that particular week without loss of the exemption.\n\n(4) Deductions from pay of exempt employees may be made for penalties imposed in good faith for infractions of safety rules of major significance. Safety rules of major significance include those relating to the prevention of serious danger in the workplace or to other employees, such as rules prohibiting smoking in explosive plants, oil refineries and coal mines.\n\n(5) Deductions from pay of exempt employees may be made for unpaid disciplinary suspensions of one or more full days imposed in good faith for infractions of workplace conduct rules. Such suspensions must be imposed pursuant to a written policy applicable to all employees. Thus, for example, an employer may suspend an exempt employee without pay for three days for violating a generally applicable written policy prohibiting sexual harassment. Similarly, an employer may suspend an exempt employee without pay for twelve days for violating a generally applicable written policy prohibiting workplace violence.\n\n(6) An employer is not required to pay the full salary in the initial or terminal week of employment. Rather, an employer may pay a proportionate part of an employee's full salary for the time actually worked in the first and last week of employment. In such weeks, the payment of an hourly or daily equivalent of the employee's full salary for the time actually worked will meet the requirement. However, employees are not paid on a salary basis within the meaning of these regulations if they are employed occasionally for a few days, and the employer pays them a proportionate part of the weekly salary when so employed.\n\n(7) An employer is not required to pay the full salary for weeks in which an exempt employee takes unpaid leave under the Family and Medical Leave Act. Rather, when an exempt employee takes unpaid leave under the Family and Medical Leave Act, an employer may pay a proportionate part of the full salary for time actually worked. For example, if an employee who normally works 40 hours per week uses four hours of unpaid leave under the Family and Medical Leave Act, the employer could deduct 10 percent of the employee's normal salary that week.\n\n(c) When calculating the amount of a deduction from pay allowed under paragraph (b) of this section, the employer may use the hourly or daily equivalent of the employee's full weekly salary or any other amount proportional to the time actually missed by the employee. A deduction from pay as a penalty for violations of major safety rules under paragraph (b)(4) of this section may be made in any amount."], ["29:29:3.1.1.1.23.7.95.4", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "G", "Subpart G\u2014Salary Requirements", "", "\u00a7 541.603 Effect of improper deductions from salary.", "DOL-WHD", "", "", "", "(a) An employer who makes improper deductions from salary shall lose the exemption if the facts demonstrate that the employer did not intend to pay employees on a salary basis. An actual practice of making improper deductions demonstrates that the employer did not intend to pay employees on a salary basis. The factors to consider when determining whether an employer has an actual practice of making improper deductions include, but are not limited to: the number of improper deductions, particularly as compared to the number of employee infractions warranting discipline; the time period during which the employer made improper deductions; the number and geographic location of employees whose salary was improperly reduced; the number and geographic location of managers responsible for taking the improper deductions; and whether the employer has a clearly communicated policy permitting or prohibiting improper deductions.\n\n(b) If the facts demonstrate that the employer has an actual practice of making improper deductions, the exemption is lost during the time period in which the improper deductions were made for employees in the same job classification working for the same managers responsible for the actual improper deductions. Employees in different job classifications or who work for different managers do not lose their status as exempt employees. Thus, for example, if a manager at a company facility routinely docks the pay of engineers at that facility for partial-day personal absences, then all engineers at that facility whose pay could have been improperly docked by the manager would lose the exemption; engineers at other facilities or working for other managers, however, would remain exempt.\n\n(c) Improper deductions that are either isolated or inadvertent will not result in loss of the exemption for any employees subject to such improper deductions, if the employer reimburses the employees for such improper deductions.\n\n(d) If an employer has a clearly communicated policy that prohibits the improper pay deductions specified in \u00a7 541.602(a) and includes a complaint mechanism, reimburses employees for any improper deductions and makes a good faith commitment to comply in the future, such employer will not lose the exemption for any employees unless the employer willfully violates the policy by continuing to make improper deductions after receiving employee complaints. If an employer fails to reimburse employees for any improper deductions or continues to make improper deductions after receiving employee complaints, the exemption is lost during the time period in which the improper deductions were made for employees in the same job classification working for the same managers responsible for the actual improper deductions. The best evidence of a clearly communicated policy is a written policy that was distributed to employees prior to the improper pay deductions by, for example, providing a copy of the policy to employees at the time of hire, publishing the policy in an employee handbook or publishing the policy on the employer's Intranet.\n\n(e) This section shall not be construed in an unduly technical manner so as to defeat the exemption."], ["29:29:3.1.1.1.23.7.95.5", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "G", "Subpart G\u2014Salary Requirements", "", "\u00a7 541.604 Minimum guarantee plus extras.", "DOL-WHD", "", "", "[84 FR 51307, Sept. 27, 2019, as amended by 89 FR 32972, Apr. 26, 2024]", "(a) An employer may provide an exempt employee with additional compensation without losing the exemption or violating the salary basis requirement, if the employment arrangement also includes a guarantee of at least the minimum weekly-required amount paid on a salary basis. Thus, for example under the salary requirement described in \u00a7 541.600(a)(2), an exempt employee guaranteed at least $1,128 each week paid on a salary basis may also receive additional compensation of a one percent commission on sales. An exempt employee also may receive a percentage of the sales or profits of the employer if the employment arrangement also includes a guarantee of at least $1,128 each week paid on a salary basis. Similarly, the exemption is not lost if an exempt employee who is guaranteed at least $1,128 each week paid on a salary basis also receives additional compensation based on hours worked for work beyond the normal workweek. Such additional compensation may be paid on any basis (e.g., flat sum, bonus payment, straight-time hourly amount, time and one-half or any other basis), and may include paid time off.\n\n(b) An exempt employee's earnings may be computed on an hourly, a daily or a shift basis, without losing the exemption or violating the salary basis requirement, if the employment arrangement also includes a guarantee of at least the minimum weekly required amount paid on a salary basis regardless of the number of hours, days or shifts worked, and a reasonable relationship exists between the guaranteed amount and the amount actually earned. The reasonable relationship test will be met if the weekly guarantee is roughly equivalent to the employee's usual earnings at the assigned hourly, daily or shift rate for the employee's normal scheduled workweek. Thus, for example under the salary requirement described in \u00a7 541.600(a)(2), an exempt employee guaranteed compensation of at least $1,210 for any week in which the employee performs any work, and who normally works four or five shifts each week, may be paid $350 per shift without violating the $1,128 per week salary basis requirement. The reasonable relationship requirement applies only if the employee's pay is computed on an hourly, daily or shift basis. It does not apply, for example, to an exempt store manager paid a guaranteed salary per week that exceeds the current salary level who also receives a commission of one-half percent of all sales in the store or five percent of the store's profits, which in some weeks may total as much as, or even more than, the guaranteed salary."], ["29:29:3.1.1.1.23.7.95.6", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "G", "Subpart G\u2014Salary Requirements", "", "\u00a7 541.605 Fee basis.", "DOL-WHD", "", "", "[69 FR 22260, Apr. 23, 2004, as amended at 81 FR 32551, May 23, 2016; 84 FR 51308, Sept. 27, 2019; 89 FR 32972, Apr. 26, 2024]", "(a) Administrative and professional employees may be paid on a fee basis, rather than on a salary basis. An employee will be considered to be paid on a \u201cfee basis\u201d within the meaning of these regulations if the employee is paid an agreed sum for a single job regardless of the time required for its completion. These payments resemble piecework payments with the important distinction that generally a \u201cfee\u201d is paid for the kind of job that is unique rather than for a series of jobs repeated an indefinite number of times and for which payment on an identical basis is made over and over again. Payments based on the number of hours or days worked and not on the accomplishment of a given single task are not considered payments on a fee basis.\n\n(b) To determine whether the fee payment meets the minimum amount of salary required for exemption under these regulations, the amount paid to the employee will be tested by determining the time worked on the job and whether the fee payment is at a rate that would amount to at least the minimum salary per week, as required by \u00a7\u00a7 541.600(a) through (c) and 541.602(a), if the employee worked 40 hours. Thus, for example under the salary requirement described in \u00a7 541.600(a)(2), an artist paid $600 for a picture that took 20 hours to complete meets the $1,128 minimum salary requirement for exemption since earnings at this rate would yield the artist $1,200 if 40 hours were worked."], ["29:29:3.1.1.1.23.7.95.7", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "G", "Subpart G\u2014Salary Requirements", "", "\u00a7 541.606 Board, lodging or other facilities.", "DOL-WHD", "", "", "", "(a) To qualify for exemption under section 13(a)(1) of the Act, an employee must earn the minimum salary amount set forth in \u00a7 541.600, \u201cexclusive of board, lodging or other facilities.\u201d The phrase \u201cexclusive of board, lodging or other facilities\u201d means \u201cfree and clear\u201d or independent of any claimed credit for non-cash items of value that an employer may provide to an employee. Thus, the costs incurred by an employer to provide an employee with board, lodging or other facilities may not count towards the minimum salary amount required for exemption under this part 541. Such separate transactions are not prohibited between employers and their exempt employees, but the costs to employers associated with such transactions may not be considered when determining if an employee has received the full required minimum salary payment.\n\n(b) Regulations defining what constitutes \u201cboard, lodging, or other facilities\u201d are contained in 29 CFR part 531. As described in 29 CFR 531.32, the term \u201cother facilities\u201d refers to items similar to board and lodging, such as meals furnished at company restaurants or cafeterias or by hospitals, hotels, or restaurants to their employees; meals, dormitory rooms, and tuition furnished by a college to its student employees; merchandise furnished at company stores or commissaries, including articles of food, clothing, and household effects; housing furnished for dwelling purposes; and transportation furnished to employees for ordinary commuting between their homes and work."], ["29:29:3.1.1.1.23.7.95.8", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "G", "Subpart G\u2014Salary Requirements", "", "\u00a7 541.607 Regular updates to amounts of salary and compensation required.", "DOL-WHD", "", "", "[89 FR 32972, Apr. 26, 2024]", "(a)  Initial update \u2014(1)  Standard salary level.  Beginning on July 1, 2024, the amount required to be paid per week to an exempt employee on a salary or fee basis, as applicable, pursuant to \u00a7 541.600(a)(1) will be not less than $844.\n\n(2)  Highly compensated employees.  Beginning on July 1, 2024, the amount required to be paid in total annual compensation to an exempt highly compensated employee pursuant to \u00a7 541.601(a)(1) will be not less than $132,964.\n\n(b)  Future updates \u2014(1)  Standard salary level.  (i) As of July 1, 2027, and every 3 years thereafter, the amount required to be paid to an exempt employee on a salary or fee basis, as applicable, pursuant to \u00a7 541.600(a) will be updated to reflect current earnings data.\n\n(ii) The Secretary will determine the future update amounts by applying the methodology in effect under \u00a7 541.600(a) at the time the Secretary issues the notice required by paragraph (b)(3) of this section to current earnings data.\n\n(2)  Highly compensated employees.  (i) As of July 1, 2027, and every 3 years thereafter, the amount required to be paid in total annual compensation to an exempt highly compensated employee pursuant to \u00a7 541.601(a) will be updated to reflect current earnings data.\n\n(ii) The Secretary will determine the future update amounts by applying the methodology used to determine the total annual compensation amount in effect under \u00a7 541.601(a) at the time the Secretary issues the notice required by paragraph (b)(3) of this section to current earnings data.\n\n(3)  Notice.  (i) Not fewer than 150 days before each future update of the earnings requirements under paragraphs (b)(1) and (2) of this section, the Secretary will publish a notice in the  Federal Register  stating the updated amounts based on the most recent available 4 quarters of CPS MORG data, or its successor publication, as published by the Bureau of Labor Statistics.\n\n(ii) No later than the effective date of the updated earnings requirements, the Wage and Hour Division will publish on its website the updated amounts for employees paid pursuant to this part.\n\n(4)  Delay of updates.  A future update to the earnings thresholds under this section is delayed from taking effect for a period of 120 days if the Secretary has separately published a notice of proposed rulemaking in the  Federal Register,  not fewer than 150 days before the date the update is set to take effect, proposing changes to the earnings threshold(s) and/or updating mechanism due to unforeseen economic or other conditions. The Secretary must state in the notice issued pursuant to paragraph (b)(3)(i) of this section that the scheduled update is delayed in accordance with this paragraph (b)(4). If the Secretary does not issue a final rule affecting the scheduled update to the earnings thresholds by the end of the 120-day extension period, the updated amounts published in accordance with paragraph (b)(3) of this section will take effect upon the expiration of the 120-day period. The 120-day delay of a scheduled update under this paragraph will not change the effective dates for future updates of the earnings requirements under this section."], ["29:29:3.1.1.1.23.8.95.1", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "H", "Subpart H\u2014Definitions and Miscellaneous Provisions", "", "\u00a7 541.700 Primary duty.", "DOL-WHD", "", "", "", "(a) To qualify for exemption under this part, an employee's \u201cprimary duty\u201d must be the performance of exempt work. The term \u201cprimary duty\u201d means the principal, main, major or most important duty that the employee performs. Determination of an employee's primary duty must be based on all the facts in a particular case, with the major emphasis on the character of the employee's job as a whole. Factors to consider when determining the primary duty of an employee include, but are not limited to, the relative importance of the exempt duties as compared with other types of duties; the amount of time spent performing exempt work; the employee's relative freedom from direct supervision; and the relationship between the employee's salary and the wages paid to other employees for the kind of nonexempt work performed by the employee.\n\n(b) The amount of time spent performing exempt work can be a useful guide in determining whether exempt work is the primary duty of an employee. Thus, employees who spend more than 50 percent of their time performing exempt work will generally satisfy the primary duty requirement. Time alone, however, is not the sole test, and nothing in this section requires that exempt employees spend more than 50 percent of their time performing exempt work. Employees who do not spend more than 50 percent of their time performing exempt duties may nonetheless meet the primary duty requirement if the other factors support such a conclusion.\n\n(c) Thus, for example, assistant managers in a retail establishment who perform exempt executive work such as supervising and directing the work of other employees, ordering merchandise, managing the budget and authorizing payment of bills may have management as their primary duty even if the assistant managers spend more than 50 percent of the time performing nonexempt work such as running the cash register. However, if such assistant managers are closely supervised and earn little more than the nonexempt employees, the assistant managers generally would not satisfy the primary duty requirement."], ["29:29:3.1.1.1.23.8.95.10", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "H", "Subpart H\u2014Definitions and Miscellaneous Provisions", "", "\u00a7 541.709 Motion picture producing industry.", "DOL-WHD", "", "", "[81 FR 32552, May 23, 2016, as amended at 84 FR 51308, Sept. 27, 2019]", "The requirement that the employee be paid \u201con a salary basis\u201d does not apply to an employee in the motion picture producing industry who is compensated at a base rate of at least $1,043 per week (exclusive of board, lodging, or other facilities). Thus, an employee in this industry who is otherwise exempt under subparts B, C, or D of this part, and who is employed at a base rate of at least the applicable current minimum amount a week is exempt if paid a proportionate amount (based on a week of not more than 6 days) for any week in which the employee does not work a full workweek for any reason. Moreover, an otherwise exempt employee in this industry qualifies for exemption if the employee is employed at a daily rate under the following circumstances:\n\n(a) The employee is in a job category for which a weekly base rate is not provided and the daily base rate would yield at least the minimum weekly amount if 6 days were worked; or\n\n(b) The employee is in a job category having the minimum weekly base rate and the daily base rate is at least one-sixth of such weekly base rate."], ["29:29:3.1.1.1.23.8.95.11", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "H", "Subpart H\u2014Definitions and Miscellaneous Provisions", "", "\u00a7 541.710 Employees of public agencies.", "DOL-WHD", "", "", "", "(a) An employee of a public agency who otherwise meets the salary basis requirements of \u00a7 541.602 shall not be disqualified from exemption under \u00a7\u00a7 541.100, 541.200, 541.300 or 541.400 on the basis that such employee is paid according to a pay system established by statute, ordinance or regulation, or by a policy or practice established pursuant to principles of public accountability, under which the employee accrues personal leave and sick leave and which requires the public agency employee's pay to be reduced or such employee to be placed on leave without pay for absences for personal reasons or because of illness or injury of less than one work-day when accrued leave is not used by an employee because:\n\n(1) Permission for its use has not been sought or has been sought and denied;\n\n(2) Accrued leave has been exhausted; or\n\n(3) The employee chooses to use leave without pay.\n\n(b) Deductions from the pay of an employee of a public agency for absences due to a budget-required furlough shall not disqualify the employee from being paid on a salary basis except in the workweek in which the furlough occurs and for which the employee's pay is accordingly reduced."], ["29:29:3.1.1.1.23.8.95.2", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "H", "Subpart H\u2014Definitions and Miscellaneous Provisions", "", "\u00a7 541.701 Customarily and regularly.", "DOL-WHD", "", "", "", "The phrase \u201ccustomarily and regularly\u201d means a frequency that must be greater than occasional but which, of course, may be less than constant. Tasks or work performed \u201ccustomarily and regularly\u201d includes work normally and recurrently performed every workweek; it does not include isolated or one-time tasks."], ["29:29:3.1.1.1.23.8.95.3", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "H", "Subpart H\u2014Definitions and Miscellaneous Provisions", "", "\u00a7 541.702 Exempt and nonexempt work.", "DOL-WHD", "", "", "", "The term \u201cexempt work\u201d means all work described in \u00a7\u00a7 541.100, 541.101, 541.200, 541.300, 541.301, 541.302, 541.303, 541.304, 541.400 and 541.500, and the activities directly and closely related to such work. All other work is considered \u201cnonexempt.\u201d"], ["29:29:3.1.1.1.23.8.95.4", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "H", "Subpart H\u2014Definitions and Miscellaneous Provisions", "", "\u00a7 541.703 Directly and closely related.", "DOL-WHD", "", "", "", "(a) Work that is \u201cdirectly and closely related\u201d to the performance of exempt work is also considered exempt work. The phrase \u201cdirectly and closely related\u201d means tasks that are related to exempt duties and that contribute to or facilitate performance of exempt work. Thus, \u201cdirectly and closely related\u201d work may include physical tasks and menial tasks that arise out of exempt duties, and the routine work without which the exempt employee's exempt work cannot be performed properly. Work \u201cdirectly and closely related\u201d to the performance of exempt duties may also include recordkeeping; monitoring and adjusting machinery; taking notes; using the computer to create documents or presentations; opening the mail for the purpose of reading it and making decisions; and using a photocopier or fax machine. Work is not \u201cdirectly and closely related\u201d if the work is remotely related or completely unrelated to exempt duties.\n\n(b) The following examples further illustrate the type of work that is and is not normally considered as directly and closely related to exempt work:\n\n(1) Keeping time, production or sales records for subordinates is work directly and closely related to an exempt executive's function of managing a department and supervising employees.\n\n(2) The distribution of materials, merchandise or supplies to maintain control of the flow of and expenditures for such items is directly and closely related to the performance of exempt duties.\n\n(3) A supervisor who spot checks and examines the work of subordinates to determine whether they are performing their duties properly, and whether the product is satisfactory, is performing work which is directly and closely related to managerial and supervisory functions, so long as the checking is distinguishable from the work ordinarily performed by a nonexempt inspector.\n\n(4) A supervisor who sets up a machine may be engaged in exempt work, depending upon the nature of the industry and the operation. In some cases the setup work, or adjustment of the machine for a particular job, is typically performed by the same employees who operate the machine. Such setup work is part of the production operation and is not exempt. In other cases, the setting up of the work is a highly skilled operation which the ordinary production worker or machine tender typically does not perform. In large plants, non-supervisors may perform such work. However, particularly in small plants, such work may be a regular duty of the executive and is directly and closely related to the executive's responsibility for the work performance of subordinates and for the adequacy of the final product. Under such circumstances, it is exempt work.\n\n(5) A department manager in a retail or service establishment who walks about the sales floor observing the work of sales personnel under the employee's supervision to determine the effectiveness of their sales techniques, checks on the quality of customer service being given, or observes customer preferences is performing work which is directly and closely related to managerial and supervisory functions.\n\n(6) A business consultant may take extensive notes recording the flow of work and materials through the office or plant of the client; after returning to the office of the employer, the consultant may personally use the computer to type a report and create a proposed table of organization. Standing alone, or separated from the primary duty, such note-taking and typing would be routine in nature. However, because this work is necessary for analyzing the data and making recommendations, the work is directly and closely related to exempt work. While it is possible to assign note-taking and typing to nonexempt employees, and in fact it is frequently the practice to do so, delegating such routine tasks is not required as a condition of exemption.\n\n(7) A credit manager who makes and administers the credit policy of the employer, establishes credit limits for customers, authorizes the shipment of orders on credit, and makes decisions on whether to exceed credit limits would be performing work exempt under \u00a7 541.200. Work that is directly and closely related to these exempt duties may include checking the status of accounts to determine whether the credit limit would be exceeded by the shipment of a new order, removing credit reports from the files for analysis, and writing letters giving credit data and experience to other employers or credit agencies.\n\n(8) A traffic manager in charge of planning a company's transportation, including the most economical and quickest routes for shipping merchandise to and from the plant, contracting for common-carrier and other transportation facilities, negotiating with carriers for adjustments for damages to merchandise, and making the necessary rearrangements resulting from delays, damages or irregularities in transit, is performing exempt work. If the employee also spends part of the day taking telephone orders for local deliveries, such order-taking is a routine function and is not directly and closely related to the exempt work.\n\n(9) An example of work directly and closely related to exempt professional duties is a chemist performing menial tasks such as cleaning a test tube in the middle of an original experiment, even though such menial tasks can be assigned to laboratory assistants.\n\n(10) A teacher performs work directly and closely related to exempt duties when, while taking students on a field trip, the teacher drives a school van or monitors the students' behavior in a restaurant."], ["29:29:3.1.1.1.23.8.95.5", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "H", "Subpart H\u2014Definitions and Miscellaneous Provisions", "", "\u00a7 541.704 Use of manuals.", "DOL-WHD", "", "", "", "The use of manuals, guidelines or other established procedures containing or relating to highly technical, scientific, legal, financial or other similarly complex matters that can be understood or interpreted only by those with advanced or specialized knowledge or skills does not preclude exemption under section 13(a)(1) of the Act or the regulations in this part. Such manuals and procedures provide guidance in addressing difficult or novel circumstances and thus use of such reference material would not affect an employee's exempt status. The section 13(a)(1) exemptions are not available, however, for employees who simply apply well-established techniques or procedures described in manuals or other sources within closely prescribed limits to determine the correct response to an inquiry or set of circumstances."], ["29:29:3.1.1.1.23.8.95.6", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "H", "Subpart H\u2014Definitions and Miscellaneous Provisions", "", "\u00a7 541.705 Trainees.", "DOL-WHD", "", "", "", "The executive, administrative, professional, outside sales and computer employee exemptions do not apply to employees training for employment in an executive, administrative, professional, outside sales or computer employee capacity who are not actually performing the duties of an executive, administrative, professional, outside sales or computer employee."], ["29:29:3.1.1.1.23.8.95.7", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "H", "Subpart H\u2014Definitions and Miscellaneous Provisions", "", "\u00a7 541.706 Emergencies.", "DOL-WHD", "", "", "", "(a) An exempt employee will not lose the exemption by performing work of a normally nonexempt nature because of the existence of an emergency. Thus, when emergencies arise that threaten the safety of employees, a cessation of operations or serious damage to the employer's property, any work performed in an effort to prevent such results is considered exempt work.\n\n(b) An \u201cemergency\u201d does not include occurrences that are not beyond control or for which the employer can reasonably provide in the normal course of business. Emergencies generally occur only rarely, and are events that the employer cannot reasonably anticipate.\n\n(c) The following examples illustrate the distinction between emergency work considered exempt work and routine work that is not exempt work:\n\n(1) A mine superintendent who pitches in after an explosion and digs out workers who are trapped in the mine is still a bona fide executive.\n\n(2) Assisting nonexempt employees with their work during periods of heavy workload or to handle rush orders is not exempt work.\n\n(3) Replacing a nonexempt employee during the first day or partial day of an illness may be considered exempt emergency work depending on factors such as the size of the establishment and of the executive's department, the nature of the industry, the consequences that would flow from the failure to replace the ailing employee immediately, and the feasibility of filling the employee's place promptly.\n\n(4) Regular repair and cleaning of equipment is not emergency work, even when necessary to prevent fire or explosion; however, repairing equipment may be emergency work if the breakdown of or damage to the equipment was caused by accident or carelessness that the employer could not reasonably anticipate."], ["29:29:3.1.1.1.23.8.95.8", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "H", "Subpart H\u2014Definitions and Miscellaneous Provisions", "", "\u00a7 541.707 Occasional tasks.", "DOL-WHD", "", "", "", "Occasional, infrequently recurring tasks that cannot practicably be performed by nonexempt employees, but are the means for an exempt employee to properly carry out exempt functions and responsibilities, are considered exempt work. The following factors should be considered in determining whether such work is exempt work: Whether the same work is performed by any of the exempt employee's subordinates; practicability of delegating the work to a nonexempt employee; whether the exempt employee performs the task frequently or occasionally; and existence of an industry practice for the exempt employee to perform the task."], ["29:29:3.1.1.1.23.8.95.9", 29, "Labor", "V", "A", "541", "PART 541\u2014DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES", "H", "Subpart H\u2014Definitions and Miscellaneous Provisions", "", "\u00a7 541.708 Combination exemptions.", "DOL-WHD", "", "", "", "Employees who perform a combination of exempt duties as set forth in the regulations in this part for executive, administrative, professional, outside sales and computer employees may qualify for exemption. Thus, for example, an employee whose primary duty involves a combination of exempt administrative and exempt executive work may qualify for exemption. In other words, work that is exempt under one section of this part will not defeat the exemption under any other section."], ["46:46:9.0.1.2.18.1.1.1", 46, "Shipping", "IV", "B", "541", "PART 541\u2014DEMURRAGE AND DETENTION", "A", "Subpart A\u2014Billing Requirements and Practices", "", "\u00a7 541.1 Purpose.", "FMC", "", "", "", "This part establishes the minimum information that must be included on or with demurrage and detention invoices. It also establishes procedures that must be adhered to when invoicing for demurrage or detention."], ["46:46:9.0.1.2.18.1.1.10", 46, "Shipping", "IV", "B", "541", "PART 541\u2014DEMURRAGE AND DETENTION", "A", "Subpart A\u2014Billing Requirements and Practices", "", "\u00a7 541.99 OMB control number assigned pursuant to the Paperwork Reduction Act.", "FMC", "", "", "[89 FR 41895, May 14, 2024]", "The Commission has received Office of Management and Budget approval for this collection of information pursuant to the Paperwork Reduction Act of 1995, as amended. The valid control number for this collection of information is 3072-0073."], ["46:46:9.0.1.2.18.1.1.2", 46, "Shipping", "IV", "B", "541", "PART 541\u2014DEMURRAGE AND DETENTION", "A", "Subpart A\u2014Billing Requirements and Practices", "", "\u00a7 541.2 Scope and applicability.", "FMC", "", "", "", "(a) This part sets forth regulations governing any invoice issued by an ocean common carrier, marine terminal operator, or non-vessel-operating common carrier for the collection of demurrage or detention charges.\n\n(b) This part does not govern the billing relationships among and between ocean common carriers and marine terminal operators."], ["46:46:9.0.1.2.18.1.1.3", 46, "Shipping", "IV", "B", "541", "PART 541\u2014DEMURRAGE AND DETENTION", "A", "Subpart A\u2014Billing Requirements and Practices", "", "\u00a7 541.3 Definitions.", "FMC", "", "", "", "In addition to the definitions set forth in 46 U.S.C. 40102, when used in this part:\n\nBilled party  means the person receiving the demurrage or detention invoice and who is responsible for the payment of any incurred demurrage or detention charge.\n\nBilling party  means the ocean common carrier, marine terminal operator, or non-vessel-operating common carrier who issues a demurrage or detention invoice.\n\nConsignee  means the ultimate recipient of the cargo; the person to whom final delivery of the cargo is to be made.\n\nDemurrage or detention  mean any charges, including \u201cper diem\u201d charges, assessed by ocean common carriers, marine terminal operators, or non-vessel-operating common carriers related to the use of marine terminal space ( e.g.,  land) or shipping containers, but not including freight charges.\n\nDemurrage or detention invoice  means any statement of charges printed, written, or accessible online that documents an assessment of demurrage or detention charges.\n\nPerson  means an individual, corporation, or company, including a limited liability company, association, firm, partnership, society, or joint stock company existing under or authorized by the laws of the United States or of a foreign country."], ["46:46:9.0.1.2.18.1.1.4", 46, "Shipping", "IV", "B", "541", "PART 541\u2014DEMURRAGE AND DETENTION", "A", "Subpart A\u2014Billing Requirements and Practices", "", "\u00a7 541.4 [Reserved]", "FMC", "", "", "", ""], ["46:46:9.0.1.2.18.1.1.5", 46, "Shipping", "IV", "B", "541", "PART 541\u2014DEMURRAGE AND DETENTION", "A", "Subpart A\u2014Billing Requirements and Practices", "", "\u00a7 541.5 Failure to include required information.", "FMC", "", "", "", "Failure to include any of the required minimum information in this part in a demurrage or detention invoice eliminates any obligation of the billed party to pay the applicable charge."], ["46:46:9.0.1.2.18.1.1.6", 46, "Shipping", "IV", "B", "541", "PART 541\u2014DEMURRAGE AND DETENTION", "A", "Subpart A\u2014Billing Requirements and Practices", "", "\u00a7 541.6 Contents of invoice.", "FMC", "", "", "[89 FR 14363, Feb. 26, 2024]", "(a)  Identifying information.  A demurrage or detention invoice must be accurate and contain sufficient information to enable the billed party to identify the container(s) to which the charges apply and at a minimum must include:\n\n(1) The Bill of Lading number(s);\n\n(2) The container number(s);\n\n(3) For imports, the port(s) of discharge; and\n\n(4) The basis for why the billed party is the proper party of interest and thus liable for the charge.\n\n(b)  Timing information.  A demurrage or detention invoice must be accurate and contain sufficient information to enable the billed party to identify the relevant time for which the charges apply and the applicable due date for invoiced charges and at a minimum must include:\n\n(1) The invoice date;\n\n(2) The invoice due date;\n\n(3) The allowed free time in days;\n\n(4) The start date of free time;\n\n(5) The end date of free time;\n\n(6) For imports, the container availability date;\n\n(7) For exports, the earliest return date; and\n\n(8) The specific date(s) for which demurrage and/or detention were charged.\n\n(c)  Rate information.  A demurrage or detention invoice must be accurate and contain sufficient information to enable the billed party to identify the amount due and readily ascertain how that amount was calculated and must include at a minimum:\n\n(1) The total amount due;\n\n(2) The applicable detention or demurrage rule ( e.g.,  the tariff name and rule number, terminal schedule, applicable service contract number and section, or applicable negotiated arrangement) on which the daily rate is based; and\n\n(3) The specific rate or rates per the applicable tariff rule or service contract.\n\n(d)  Dispute information.  A demurrage or detention invoice must be accurate and contain sufficient information to enable the billed party to readily identify a contact to whom they may direct questions or concerns related to the invoice and understand the process to request fee mitigation, refund, or waiver, and at a minimum must include:\n\n(1) The email, telephone number, or other appropriate contact information for questions or request for fee mitigation, refund, or waiver;\n\n(2) Digital means, such as a URL address, QR code, or digital watermark, that directs the billed party to a publicly accessible website that provides a detailed description of information or documentation that the billed party must provide to successfully request fee mitigation, refund, or waiver; and\n\n(3) Defined timeframes that comply with the billing practices in this part, during which the billed party must request a fee mitigation, refund, or waiver and within which the billing party will resolve such requests.\n\n(e)  Certifications.  A demurrage or detention invoice must be accurate and contain statements from the billing party that:\n\n(1) The charges are consistent with any of the Federal Maritime Commission's rules related to demurrage and detention, including, but not limited to, this part and 46 CFR 545.5; and\n\n(2) The billing party's performance did not cause or contribute to the underlying invoiced charges."], ["46:46:9.0.1.2.18.1.1.7", 46, "Shipping", "IV", "B", "541", "PART 541\u2014DEMURRAGE AND DETENTION", "A", "Subpart A\u2014Billing Requirements and Practices", "", "\u00a7 541.7 Issuance of demurrage and detention invoices.", "FMC", "", "", "", "(a) A billing party must issue a demurrage or detention invoice within thirty (30) calendar days from the date on which the charge was last incurred. If the billing party does not issue a demurrage or detention invoice within thirty (30) calendar days from the date on which the charge was last incurred, then the billed party is not required to pay the charge.\n\n(b) If the billing party is a non-vessel-operating common carrier, then it must issue a demurrage or detention invoice within thirty (30) calendar days from the issuance date of the demurrage or detention invoice it received. If such a billing party does not issue a demurrage or detention invoice within thirty (30) calendar days from the issuance date of the demurrage or detention invoice it received, then the billed party is not required to pay the charge.\n\n(c) A non-vessel-operating common carrier (NVOCC) can be both a billing and billed party in relation to the same charge. When an NVOCC is acting in both roles, it can inform its billing party that the charge has been disputed by the NVOCC's billed party. The NVOCC's billing party must then provide an additional thirty (30) calendar days for the NVOCC to dispute the charge upon this notice.\n\n(d) If the billing party invoices an incorrect person, the billing party may issue an invoice to the correct billed party provided that such issuance is within thirty (30) calendar days from the date on which the charge was last incurred. If the billing party does not issue this corrected demurrage or detention invoice within thirty (30) calendar days from the date on which the charge was last incurred, then the billed party is not required to pay the charge."]], "truncated": false, "filtered_table_rows_count": 114, "expanded_columns": [], "expandable_columns": [], "columns": ["section_id", "title_number", "title_name", "chapter", "subchapter", "part_number", "part_name", "subpart", "subpart_name", "section_number", "section_heading", "agency", "authority", "source_citation", "amendment_citations", "full_text"], "primary_keys": ["section_id"], "units": {}, "query": {"sql": "select section_id, title_number, title_name, chapter, subchapter, part_number, part_name, subpart, subpart_name, section_number, section_heading, agency, authority, source_citation, amendment_citations, full_text from cfr_sections where \"part_number\" = :p0 order by section_id limit 101", "params": {"p0": "541"}}, "facet_results": {"title_number": {"name": "title_number", "type": "column", "hideable": false, "toggle_url": "/openregs/cfr_sections.json?part_number=541", "results": [{"value": 29, "label": 29, "count": 50, "toggle_url": "https://www.pawtectors.org/openregs/cfr_sections.json?part_number=541&title_number=29", "selected": false}, {"value": 28, "label": 28, "count": 42, "toggle_url": "https://www.pawtectors.org/openregs/cfr_sections.json?part_number=541&title_number=28", "selected": false}, {"value": 46, "label": 46, "count": 10, "toggle_url": "https://www.pawtectors.org/openregs/cfr_sections.json?part_number=541&title_number=46", "selected": false}, {"value": 9, "label": 9, "count": 6, "toggle_url": "https://www.pawtectors.org/openregs/cfr_sections.json?part_number=541&title_number=9", "selected": false}, {"value": 49, "label": 49, "count": 6, "toggle_url": "https://www.pawtectors.org/openregs/cfr_sections.json?part_number=541&title_number=49", "selected": false}], "truncated": false}, "agency": {"name": "agency", "type": "column", "hideable": false, "toggle_url": "/openregs/cfr_sections.json?part_number=541", "results": [{"value": "DOL-WHD", "label": "DOL-WHD", "count": 50, "toggle_url": "https://www.pawtectors.org/openregs/cfr_sections.json?part_number=541&agency=DOL-WHD", "selected": false}, {"value": "BOP", "label": "BOP", "count": 42, "toggle_url": "https://www.pawtectors.org/openregs/cfr_sections.json?part_number=541&agency=BOP", "selected": false}, {"value": "FMC", "label": "FMC", "count": 10, "toggle_url": "https://www.pawtectors.org/openregs/cfr_sections.json?part_number=541&agency=FMC", "selected": false}, {"value": "FSIS", "label": "FSIS", "count": 6, "toggle_url": "https://www.pawtectors.org/openregs/cfr_sections.json?part_number=541&agency=FSIS", "selected": false}, {"value": "NHTSA", "label": "NHTSA", "count": 6, "toggle_url": "https://www.pawtectors.org/openregs/cfr_sections.json?part_number=541&agency=NHTSA", "selected": false}], "truncated": false}, "part_number": {"name": "part_number", "type": "column", "hideable": false, "toggle_url": "/openregs/cfr_sections.json?part_number=541", "results": [{"value": "541", "label": "541", "count": 114, "toggle_url": "https://www.pawtectors.org/openregs/cfr_sections.json", "selected": true}], "truncated": false}}, "suggested_facets": [{"name": "title_name", "toggle_url": "https://www.pawtectors.org/openregs/cfr_sections.json?part_number=541&_facet=title_name"}, {"name": "chapter", "toggle_url": "https://www.pawtectors.org/openregs/cfr_sections.json?part_number=541&_facet=chapter"}, {"name": "subchapter", "toggle_url": "https://www.pawtectors.org/openregs/cfr_sections.json?part_number=541&_facet=subchapter"}, {"name": "part_name", "toggle_url": "https://www.pawtectors.org/openregs/cfr_sections.json?part_number=541&_facet=part_name"}, {"name": "subpart", "toggle_url": "https://www.pawtectors.org/openregs/cfr_sections.json?part_number=541&_facet=subpart"}, {"name": "subpart_name", "toggle_url": "https://www.pawtectors.org/openregs/cfr_sections.json?part_number=541&_facet=subpart_name"}, {"name": "amendment_citations", "toggle_url": "https://www.pawtectors.org/openregs/cfr_sections.json?part_number=541&_facet=amendment_citations"}], "next": "46~3A46~3A9~2E0~2E1~2E2~2E18~2E1~2E1~2E7,46~3A46~3A9~2E0~2E1~2E2~2E18~2E1~2E1~2E7", "next_url": "https://www.pawtectors.org/openregs/cfr_sections.json?part_number=541&_next=46~3A46~3A9~2E0~2E1~2E2~2E18~2E1~2E1~2E7%2C46~3A46~3A9~2E0~2E1~2E2~2E18~2E1~2E1~2E7&_sort=section_id", "private": false, "allow_execute_sql": true, "query_ms": 271.47634100401774, "source": "Federal Register API & Regulations.gov API", "source_url": "https://www.federalregister.gov/developers/api/v1", "license": "Public Domain (U.S. Government data)", "license_url": "https://www.regulations.gov/faq"}