Exempt vs Non-Exempt Employees: Key Differences
Intro
Navigating the labor landscape can be a bit of a minefield, especially when it comes to understanding the classifications of employees. In the work world, terms like "exempt" and "non-exempt" might sound like legal jargon to most folks, but these classifications carry significant weight in how employees are treated and compensated.
Every employer must grasp the nuances behind these terms to operate smoothly and stay within the confines of labor laws. This article aims to clarify these distinctions, explore the implications they hold for employers and employees alike, and provide practical considerations.
Key Differences between Exempt and Non-Exempt Employees
Before diving into the nitty-gritty, let’s first understand what it means to be an exempt or non-exempt employee. The Fair Labor Standards Act (FLSA) sets the stage for these categories.
- Exempt Employees: Generally, these are folks who are excluded from overtime pay regulations. They usually fall into categories like professional, administrative, or executive roles. These positions often involve higher levels of responsibility or specialized knowledge.
- Non-Exempt Employees: In contrast, non-exempt workers are entitled to overtime pay, which means they get compensated at least one-and-a-half times their regular pay for hours worked beyond the standard 40-hour workweek.
The Implications of Classification
The implications of these classifications ripple through many aspects of employment. In essence, understanding where you fit in can affect your paycheck, job responsibilities, and career trajectory. For instance, non-exempt employees have more rigid schedules compared to their exempt counterparts, who may work more flexible hours.
Furthermore, classification affects HR practices. Employers have to keep meticulous records of time worked for non-exempt workers but generally have more leeway with exempt employees. This means non-exempt roles can often have a more structured approach regarding work hours and overtime management.
Important Note: Misclassifying employees can lead to hefty penalties for employers, making it imperative to get it right from the get-go.
Navigating Employee Classifications in the Workplace
So how do employers navigate this landscape? First, they need to ensure their job descriptions are accurate and align with the responsibilities assigned to each role. Often, employers might initially classify a position as exempt without fully understanding all the job duties involved. This can land them in legal trouble down the line.
The best approach is to regularly review and adjust classifications as business needs evolve. Employees too should be aware of their classification so they can advocate for their rights.
In this regard, education serves as a powerful tool. Knowledge about exempt and non-exempt classifications empowers workers to engage in conversations about their roles, responsibilities, and compensation packages.
The End
Defining Employee Status
Understanding the classifications of employees is a cornerstone for both workers and employers. As the workforce continues to evolve, distinguishing between exempt and non-exempt employees becomes paramount. The ramifications of these classifications touch on various aspects such as compensation, overtime eligibility, and even organizational responsibilities.
For employees, knowing whether they're exempt or non-exempt can significantly influence not just their paycheck but also their job expectations and rights. Exempt workers often have different job roles, usually tied to managerial or professional tasks, while non-exempt employees typically are entitled to overtime pay, making a tangible difference in the financial aspect of their work life.
Employers carry the burden of ensuring proper classification to maintain compliance with labor laws. Misclassification can lead to legal entanglements or financial repercussions, which could easily become a troublesome kettle of fish. Furthermore, having a robust understanding of these classifications helps in formulating appropriate company policies, thus fostering a clear and transparent workplace environment.
Thus, the topic of employee classification is not just about understanding definitions; it is also about comprehending the broader implications of these classifications for both employees and employers.
Overview of Employee Classification
Employee classification is the categorization of a worker’s status based on their role, salary, job responsibilities, and more. In the U.S., the Fair Labor Standards Act (FLSA) plays a crucial role in determining whether someone is exempt or non-exempt, focusing largely on salary level and the type of work performed.
For instance:
- Exempt Employees: Generally, these workers do not receive overtime payments. They often include roles such as managers, professional employees like doctors, and outside salespersons. Their compensation typically surpasses a certain threshold, indicating a higher level of responsibility.
- Non-Exempt Employees: These individuals must be paid overtime for any hours worked beyond the standard 40 hours a week. Positions such as cashiers, clerical workers, and some skilled labor roles frequently fall into this category.
Understanding this classification system lays the groundwork for more intricate discussions about employee rights and employer obligations.
Understanding Legal Frameworks
Examining the legal frameworks surrounding employee classification is essential for grasping how these rules affect daily business operations and employee rights. The FLSA provides guidelines that define both exempt and non-exempt status.
A common pitfall in this system arises from the criteria established under various laws, which can vary significantly from state to state. Some states have enacted laws that provide stricter standards than federal laws. For example:
- Salary Basis Test: To qualify as exempt, employees usually need to earn a specific salary, which may be revised periodically by the Department of Labor.
- Duties Test: This test assesses the primary responsibilities of employees to establish whether their job duties meet the criteria for exemption.
It’s crucial for employers to stay informed about both federal and state regulations to avoid misclassification. Workers, too, must remain vigilant regarding their classifications, recognizing how these legal frameworks could influence their earnings and job security.
In summary, comprehensively defining employee status is fundamental. It informs HR practices, shapes organizational culture, and ultimately safeguards both employees' rights and employers' interests.
Exempt Employees Explained
Understanding exempt employees is crucial in the workforce landscape. These employees are typically salaried and not entitled to overtime pay. But it’s not just about the paycheck; being classified as exempt can impact job responsibilities, career trajectories, and even workplace dynamics. Knowing how these classifications work can greatly influence both employers and employees in their daily operations and strategic planning.
Criteria for Exemption
Certain criteria must be met for an employee to qualify for exempt status. These involve various exemptions set forth by the Fair Labor Standards Act (FLSA). The primary characteristics include:
- Salary Basis: Generally, the employee must receive a predetermined salary that isn't subject to reduction based on the quality or quantity of work performed.
- Salary Level: Employees typically need to earn a minimum amount, which adjusts with time based on cost-of-living increases. As of 2023, this number is around $684 per week, which amounts to about $35,568 annually.
- Duties Test: The nature of the work performed plays a significant role. Positions primarily involving executive, administrative, or professional duties are typically deemed exempt. Performing specialized tasks that require advanced knowledge or skills can also qualify.
Notably, the nuances of state laws can further complicate these criteria. Therefore, staying abreast of regulations in specific jurisdictions is essential for accurate classification.
Examples of Exempt Roles
Identifying which positions fall under exempt status can be somewhat nuanced. Here are some common examples that provide clarity:
- Managerial Positions: This includes roles such as Store Manager or Operations Manager, who are responsible for directing a team and making high-level decisions.
- Administrative Roles: Executive Assistants and Office Managers often fit into this category, as they perform critical oversight functions rather than follow set work hour rules.
- Professional Fields: Attorneys, accountants, and engineers usually qualify for exempt status based on their specialized knowledge.
- Creative Positions: Individuals engaged in artistic endeavors, such as graphic designers or writers, may also be considered exempt, depending on the specifics of their role.
These positions highlight a diverse array of job functions that embrace the exempt classification while offering insight into the expectations tied to these roles.
Benefits of Being Exempt
While exempt status comes with its own set of challenges, there are several perks that can positively influence an employee's work experience:
- Predictability of Earnings: Exempt employees commonly receive a stable paycheck, which can foster greater financial security given the absence of fluctuating hours.
- Job Flexibility: Many exempt positions offer more flexibility in terms of work hours. This can lead to better work-life balance, allowing for personal commitments outside of regular working hours.
- Career Advancement Opportunities: Often, exempt roles are seen as stepping stones to higher positions within an organization, presenting avenues for professional growth and development.
- Autonomy: Exempt employees often enjoy a greater degree of independence in their work. This can lead to a more fulfilling work experience, enabling them to approach tasks strategically rather than being confined to a strict work routine.
"Exempt employees play a vital role in many organizations, while their classification often allows them a level of independence that can be both liberating and empowering."
In summary, understanding exempt employees offers invaluable insights into the broader employment landscape. The criteria for exemption, examples of applicable roles, and the benefits of being classified as exempt play a pivotal role in shaping workforce functionalities. These components are not just bureaucratic terms; they have real implications for how individuals approach their work and employers structure their teams.
Understanding Non-Exempt Employees
Understanding the concept of non-exempt employees is crucial in the modern workplace landscape. This category plays a pivotal role in the overall structure of a workforce, affecting everything from budgeting to employee morale. Non-exempt employees are generally entitled to receive overtime pay, making their status quite significant for both financial planning and resource management. For organizations, recognizing who qualifies as non-exempt aids in compliance with labor laws, reducing the risk of costly misclassifications. When businesses have a firm understanding of non-exempt employee criteria, it creates a direct line of sight for financial practices as it relates to payroll management, operational workflows, and ultimately, company culture.
Defining Non-Exempt Criteria
Non-exempt employees are not excused from the Fair Labor Standards Act's provisions regarding wage and hour laws. As a rule of thumb, they are typically paid on an hourly basis and earn less than a set salary threshold. To determine if an employee falls under this category, several key factors come into play:
- Salary Basis: Non-exempt employees usually earn an hourly wage rather than a fixed salary.
- Job Duties: Many positions that primarily involve manual labor or are closely supervised tend to be deemed non-exempt. Jobs that don’t meet certain specialized duties, like administrative roles or professional services, often fall outside of this classification.
- Annual Earnings: The Department of Labor outlines specific salary thresholds. If an employee earns below this threshold, they are generally classified as non-exempt.
These criteria help outline who will receive overtime pay and under what conditions, making it imperative for employers to apply them correctly.
Common Non-Exempt Positions
In practice, many occupations are classified as non-exempt. Understanding common roles helps in recognizing the larger landscape of workforce functions. Some of these positions include:
- Retail Workers: Sales associates and cashiers typically work on an hourly basis, making them non-exempt.
- Restaurant Staff: Waitstaff, cooks, and dishwashers often fall into this category.
- Customer Service Representatives: These workers usually aren't involved in exempt tasks like decision-making on company policy and therefore are often non-exempt.
- Construction Laborers: Various jobs in the construction industry usually qualify as non-exempt due to their physical demands and compensation structure.
Identifying these roles not only aids in compliance but also assists organizations in forecasting labor costs effectively.
Overtime and Compensation for Non-Exempt Workers
The defining characteristic of non-exempt employees is their eligibility for overtime pay. The law mandates that employers pay these workers time-and-a-half for hours worked beyond the standard forty-hour work week. This arrangement is not just a legal requirement; it also serves to incentivize productivity and recognize the hard work of these employees.
Considerations include:
- Tracking Hours: Companies must maintain accurate records of the hours worked, ensuring that employees are compensated correctly.
- Incentives: Many businesses are beginning to offer additional incentives for overtime work, helping to enhance employee motivation and satisfaction.
This non-exempt status is a double-edged sword; while it offers financial protection to workers, it also demands careful management from employers.
Understanding these facets of non-exempt workers is vital for both employees and business leaders, ensuring fair compensation practices while maintaining a compliant workplace.
Key Differences Between Exempt and Non-Exempt
Understanding the distinctions between exempt and non-exempt employees is vital, not only for HR professionals but also for workers themselves. Knowing where you fit in the workplace hierarchy impacts everything from pay structure to job responsibilities and even legal protections. These differences lay the groundwork for how employers manage their workforce and how employees interact with their roles.
Compensation Structures
When it comes to pay, the structures for exempt and non-exempt employees couldn't be more different. Exempt employees often receive a salary, which means they earn a fixed amount regardless of hours worked. This salary is frequently accompanied by benefits such as health insurance, retirement plans, and paid time off. For instance, someone in a managerial position might earn $80,000 a year, whether they work 40 hours or 70 hours a week. This setup affirms a level of trust and responsibility—salary often suggests that the employee’s value isn’t just in hours plugged at a desk.
On the other hand, non-exempt employees are typically paid on an hourly basis. They receive a set rate for each hour worked and are eligible for overtime pay when they exceed the standard weekly or daily limits outlined by the Fair Labor Standards Act. This distinction means a non-exempt employee earning $15 per hour will earn $22.50 for every hour over the typical 40. Hence, when businesses consider budget forecasts, understanding these compensation structures is crucial for financial planning.
Eligibility for Overtime Pay
Overtime pay is a cornerstone in differentiating between exempt and non-exempt employment. Exempt employees are usually not entitled to overtime earnin’s. Their salaries are designed to compensate for all work done, whether it extends into evenings or weekends. This can create a double-edged sword; while exempt employees might enjoy the flexibility of their schedules, they risk working extra hours without additional compensation.
Conversely, non-exempt employees get that pay bump for extra hours. If one clocked in 48 hours one week, they qualify for time-and-a-half for those extra 8 hours. This provision not only acts as a motivator for efficiency but also serves as a financial cushion for workers who put in the extra effort. The clarity of these regulations can protect employee rights and ensure that workers feel valued for their time and effort.
Job Responsibilities and Duties
Job responsibilities further illuminate the divide between exempt and non-exempt roles. Exempt employees often take on advanced job duties that require a significant degree of discretion and independent judgment. Their work frequently involves strategic decision-making, project management, and leadership responsibilities. For example, a software developer or a marketing manager would likely fall into this category, as these positions necessitate specialized knowledge and results-driven initiatives.
Non-exempt employees, however, generally handle more routine tasks that don’t require as much independent thought. They might include roles such as administrative assistants, food service workers, or warehouse staff. These positions focus on completing assigned tasks within set guidelines—think of it as following a recipe rather than brainstorming a new dish.
Understanding these key differences helps both employers and employees manage expectations and responsibilities better.
In summation, grasping the crux of these differences is not simply about legal classifications but serves as a foundation for evaluating your job's worth and structure. Whether an employee is exempt or non-exempt influences their compensation model, overtime eligibility, and the nature of their daily activities. This understanding paves the path for more informed discussions around salaries, roles, and even career growth.
Implications for Employers
Understanding the implications of employee classification is fundamental for organizations seeking to optimize their human resource practices. Misclassification can have serious consequences, affecting the financial stability and legal standing of a business. Therefore, recognizing the difference between exempt and non-exempt employees is not merely academic; it's vital for effective management.
Managing Employee Classifications
Effective employee classification begins with establishing clear policies that differentiate exempt from non-exempt employees. Employers must assess job duties, salary levels, and specific responsibilities to ensure accurate classifications. Sporadically reviewing roles ensures that as business dynamics change, employee classifications remain relevant.
Moreover, consistent communication with HR professionals is crucial. They should be up-to-date on the latest labor laws and industry practices concerning employee classification. Training programs can also help the management team understand how to classify their workforce accurately, reducing the risk of errors.
Employers can consider the following steps in their classification management:
- Job Descriptions: Create detailed job descriptions that clearly outline roles and responsibilities.
- Regular Reviews: Conduct periodic evaluations of job classifications, especially after significant business changes like restructuring or new product lines.
- Employee Input: Involve employees in discussions about their roles, which may shed light on misalignments in classification.
Legal Risks of Misclassification
Misclassification carries legal risks that can lead to hefty fines, back pay, and potentially damaging legal claims. When employees are incorrectly classified as exempt, they may not receive the overtime pay they rightfully deserve, leading to litigation. On the other hand, misclassifying non-exempt employees as exempt can cause severe financial headaches for employers.
It's crucial for organizations to be aware of various federal and state laws that dictate these classifications. For example, the Fair Labor Standards Act (FLSA) outlines specific criteria that must be met for an employee to qualify as exempt. Failing to comply with these regulations can result in audits, which can tarnish a company’s reputation and result in financial penalties.
In light of these risks, companies should maintain detailed records of decisions related to employee classifications. Auditing employee status regularly can help employers identify potential misclassifications before they escalate into more significant issues.
Payroll Considerations
From a payroll perspective, understanding employee classification is essential for preparing accurate payroll reports. Exempt employees often receive a salary, while non-exempt employees are compensated hourly. This distinction can significantly affect the organization’s payroll expenses, tax liabilities, and budgeting processes.
Additionally, tracking hours worked accurately is imperative for payroll accuracy. Non-exempt employees tend to have more complex payroll requirements due to overtime and varying pay rates. Employers should invest in payroll systems that streamline tracking and ensure compliance with legal standards.
It's beneficial for employers to also ensure that employees understand their classification status. Clear communication about pay structure helps to prevent grievances and enhances workforce transparency. Employers can leverage technology to automate payroll while ensuring compliance with the appropriate laws and regulations.
In closing, the implications of classifications for employers are multi-faceted, influencing everything from daily operations to financial obligations. By understanding the distinctions between exempt and non-exempt employees, organizations can better manage risks and maintain a fair workplace.
"Effective employee classification is the backbone of a legally compliant and financially sound organization."
Implications for Employees
Understanding the implications of employee classification is paramount for those navigating the workforce today. The distinction between exempt and non-exempt status affects not just your paycheck, but a whole range of other factors such as job responsibilities, work-life balance, and even potential career advancement. In a landscape where labor laws are constantly evolving, knowledge becomes power—enabling employees to make informed decisions and protect their rights.
Understanding One's Rights
Employees have a fundamental right to know their classification and what it entails. This understanding is crucial for several reasons:
- Fair Compensation: Knowing if you are exempt or non-exempt determines your entitlement to overtime pay. Non-exempt employees are legally entitled to receive time-and-a-half for hours worked over 40 in a week, ensuring they’re compensated for extra time on the job.
- Job Security: Exempt status often comes with less oversight concerning hours worked, which can be a double-edged sword. While some appreciate the flexibility, it could lead to expectations of more work without additional pay—knowing your rights helps navigate these waters.
- Workload Awareness: Understanding your classification lets you assess whether your workload is reasonable for your status. Non-exempt workers generally should refrain from working unpaid overtime, while exempt employees may find they're expected to go above and beyond without extra remuneration.
"Knowledge of your rights is the first step in empowerment."
In essence, being well-versed in your rights as either exempt or non-exempt sets the stage for better workplace dialogue and negotiation. Employees can communicate openly with management about their roles and expectations, fostering a more transparent working environment.
Deciding on Employment Status
Choosing the right employment status isn’t always as straightforward as it seems. Employees need to consider their individual situation thoroughly:
- Assessing Career Goals: Are you aiming for a job with a structured work environment or one with flexibility? Knowing how your status plays into your career trajectory is key. For instance, many high-responsibility roles—like managers or software engineers—are often classified as exempt. However, if you prefer a structured routine with predictable hours, a non-exempt role might suit you better.
- Work-life Balance: If you value your personal time, a non-exempt position with defined hours may avoid the pressure and unpredictability sometimes associated with exempt roles. Conversely, if you're in the mindset to climb the corporate ladder, embracing the exempt status could help create networking opportunities and increase your visibility within your organization.
- Financial Considerations: Understanding how each status affects compensation is crucial. Calculate projections of your salary versus potential overtime as a non-exempt employee. This information could heavily influence your decision-making.
Overall, the choice of employment status shouldn't be taken lightly. Consider all factors, including your work-life balance, career goals, and financial needs, when determining the path that's right for you.
Amending Employment Contracts
Amending employment contracts is a crucial topic for both employees and employers. When circumstances change within an organization or when employee roles evolve, it's vital to revisit and possibly revise existing contracts to ensure they remain compliant with labor laws and relevant regulations. This section lays out the reasons why modifications might be necessary, addresses the aspects to consider when making amendments, and highlights the benefits of doing so.
Recognizing Need for Changes
Identifying when it's appropriate to amend an employment contract often stems from various organizational or regulatory changes. For instance:
- Changes in Job Responsibilities: If an employee's role shifts from a non-exempt position to exempt, a contract amendment is necessary to reflect new obligations and expectations.
- Legal Updates: Legislative changes can alter pay structures or types of allowable hours. Adjusting contracts to align with these changes can shield organizations from potential legal issues.
- Company Restructuring: Mergers, acquisitions, or internal restructures can necessitate contract revisions to avoid ambiguity and maintain clarity in employee roles.
Recognizing these indicators is essential for mitigating misunderstandings and fostering a transparent workplace culture.
Steps for Amendments
Making amendments to an employment contract isn't as straightforward as scribbling changes on a piece of paper. Here are systematic steps to ensure that the process is efficient and binding:
- Review the Existing Contract: Assessing the current contract is the first step. Understand what aspects require changes and how these sit with existing legal frameworks.
- Consult Legal Advisors: It's prudent to get a legal perspective before proceeding. This ensures that any amendments comply with local labor laws and that all necessary legal jargon is used correctly.
- Communicate with Employees: Involving employees in the amendment process helps in maintaining transparency and trust. Discuss significant changes before the official documentation.
- Draft the Amendment: Clearly outline the amendments being made. Use precise language to avoid any confusion in interpretation. The new terms should specify date changes and any alterations to job responsibilities.
- Obtain Signatures: Both parties must sign the amended contract for it to be legally binding. Keep copies for record-keeping, ensuring that both employer and employee have agreed to the modified terms.
An amended contract should not only reflect changes in job roles or compensation but also communicate a shift in the expectations between employer and employee.
- Implement Changes: After signing, it’s crucial to implement the changes immediately. If adjustments involve training or a different onboarding process, schedule these promptly to facilitate a smooth transition.
Epilogue
By recognizing the need for changes and following the systematic steps outlined, organizations can navigate the complexity of amending employment contracts effectively. Keeping contracts current not only protects against legal pitfalls but also reinforces a culture of clarity and trust within the workplace. Ultimately, proper amendments support both employee satisfaction and organizational integrity.
Best Practices for Organizations
In the landscape of employment, distinguishing between exempt and non-exempt employees holds significant weight, not only for compliance with labor laws but also for the overall workplace morale and productivity. Organizations that prioritize clear, well-structured practices stand to improve not just their adherence to laws, but also create a more harmonious work environment. So, let’s explore some best practices that can propel organizations forward when it comes to managing these employee classifications effectively.
Implementing Clear Policies
One primary cornerstone for organizations is the establishment of clear policies regarding employee classification. When employers draw up straightforward guidelines, it can help avert confusion and potential disputes.
- Definition of Roles: Define what constitutes exempt and non-exempt roles within the organization. This clarity can eliminate misunderstandings regarding expectations and entitlements.
- Communication Channels: Foster open lines of communication where employees can inquire about their status or seek clarifications. This proactive approach helps to mitigate grievances before they escalate.
- Regular Training: Offer regular training for managers and HR staff to ensure they fully understand the nuances of these classifications. Knowledgeable leaders will be better equipped to manage their teams effectively.
The benefits of implementing clear policies extend beyond compliance; they foster an environment of trust and transparency, essential for employee satisfaction.
Conducting Regular Audits
Another vital practice is to conduct regular audits of employee classifications. This entails a systematic examination of employment records and roles, ensuring that classifications remain accurate and reflective of the actual duties performed. Here are some key components:
- Review Job Descriptions: Regularly review and update job descriptions to align them with the required classification. Sometimes roles evolve, and ensuring that these updates reflect the work being done is crucial.
- Compliance Checks: Perform checks on previous classifications to ascertain whether there has been any compliance issues. Catching misclassifications early can save organizations from costly penalties.
- Feedback Mechanism: Implement a feedback system where employees can share their experiences related to their job roles. Such insights can help HR identify any discrepancies in classifications.
When organizations take these steps, it highlights their commitment to fairness and legal compliance.
"Proper classification isn't just a legal necessity; it's a reflection of an organization's integrity and respect for its workforce."
By adhering to these best practices, organizations can cultivate a more equitable workplace while also safeguarding themselves from legal pitfalls. From updating job descriptions to ensuring well-defined policies, these strategies contribute to a holistic understanding of employment classifications.
End
The topic of distinguishing between exempt and non-exempt employees is not merely a checklist item for human resources; it’s a cornerstone of responsible financial management and organizational health. Understanding these classifications is crucial for both employers and employees, as it directly impacts payroll, work schedules, and overall job definition. By grasping these distinctions, organizations can ensure compliance with labor laws, provide fair compensation, and create transparent policies that support their workforce.
Summarizing Key Points
In exploring this subject, a few salient points to emphasize are:
- Employee Classification: Knowing the difference between exempt and non-exempt helps clarify rights and responsibilities in the workplace.
- Pay Structures: Exempt employees often have fixed salaries, while non-exempt workers are typically compensated on an hourly basis, affecting overall pay expectations.
- Overtime Eligibility: Non-exempt employees are entitled to overtime pay, a critical point for budgeting and financial forecasting.
- Legal Implications: Misclassifying employees can lead to legal troubles and hefty fines for organizations, emphasizing the need for vigilance in classification practices.
Using these points as a framework can empower individuals and organizations to navigate the often murky waters of labor classifications with greater confidence.
Future Considerations
As work environments evolve, there are several future considerations to keep in mind:
- Remote Work Trends: The rise of telecommuting may blur the lines of traditional classifications, necessitating new guidelines and interpretations.
- Legislative Changes: Keeping abreast of shifting laws regarding employment classification is necessary for compliance.
- Technological Impact: Automation and AI developments may create new roles that challenge existing classification standards, requiring regular reevaluation.
In summary, staying informed about these dynamics is not just a matter of good practice; it's essential for fostering a constructive, compliant workplace. Employees and employers alike need to remain proactive to adapt to the forthcoming changes in employee classification.
"Knowledge is power, but understanding is your key to success in the workforce."
