Are there any exemptions for summer camp staff?

The exemption is limited to amusement or recreational establishments, organized camps, and religious or non-profit educational conference centers. Other kinds of seasonal businesses need not apply. The exemption will only apply to establishments that operate no more than seven months out of the year,…

Can a college employee work at a summer camp?

This is not to say that college or university employees can have nothing to do with the camp – the regulation makes clear that the problem arises when employees float freely between the two purportedly separate “establishments”:

How much money does a summer camp make?

Total revenue for those months was just $45,000, or an average of $7,500 per month. Because $7,500 is less than 1/3rd of $50,000, the camp meets the average receipts test and would qualify for the FLSA exemption. What Is An “Establishment”?

Which is exempt from the seasonal establishment exemption?

One of the key questions that arises when applying the seasonal establishment exemption is what, exactly, constitutes an “establishment”; for purposes of the exemption. Consider, for example, a summer “camp” for high school students on the campus of a college or university.

Can a college camp staff be exempt from Sec 13?

Applied to a college or university summer camp, this could suggest that a camp held on campus and administered in part by college or university employees may not qualify for the Sec. 13 (a) (3) exemption, even if the bulk of the camp staff was hired solely for purposes of the camp.

Do you have to pay camp staff overtime?

For many other camps (and organizations involved in camping) — especially those with full-time, year-round staff — the new salary requirements are a reality that must soon be addressed.