How does HRIS support compensation programs with the Fair Labor Standards Act (FLSA)?

• A. The FLSA differentiates exempt and nonexempt workers and creates reporting requirements
• B. FLSA requires all employees to be paid hourly
• C. FLSA eliminates the need for payroll taxes
• D. FLSA mandates weekly pay for all workers

Answer: (A)

The key idea is that HRIS supports compensation by handling how employees are classified under the FLSA and by automating the related reporting and calculations. The FLSA distinguishes exempt versus nonexempt workers based on their job duties and salary, which determines who is eligible for overtime pay and minimum wage protections. An HRIS stores job data, salary basis, hours worked, and overtime rules, so it can determine exemption status, track hours for nonexempt employees, and automatically calculate overtime. This helps ensure compensation practices stay compliant, and it provides the necessary records and reports for audits and payroll.

The other statements don’t fit because the FLSA does not require everyone to be paid hourly—exempt workers are typically salaried—and it does not eliminate payroll taxes. It also doesn’t mandate weekly pay for all workers; pay frequency is governed by other laws and company policy, not the FLSA.