Do Technicians and Technologists Qualify for Overtime? Your Rights Explained

Whether you work in healthcare, manufacturing, or IT, determining your eligibility for overtime as a technician or technologist can be confusing. The rules aren’t always black and white, but they’re important to understand.

Here’s the baseline: Under the Fair Labor Standards Act (FLSA), most employees in the U.S. are entitled to at least minimum wage and time-and-a-half pay for any hours worked over 40 in a week. But there are exceptions, especially for jobs considered “exempt.”

Exempt positions typically fall into executive, administrative, or professional categories. Some computer-related jobs may also be exempt, but only if they meet specific criteria.

To be considered exempt under current FLSA rules, you must:

• Be paid on a salary or fee basis,
• Earn at least $684 per week, and
• Perform certain job duties that meet the legal exemption tests.

The Department of Labor tried to update these rules in 2024, but those changes were blocked in court. For now, we’re sticking with the 2019 exemption criteria.

So, where does that leave technologists and technicians?

Well, it depends on what you do, not just your job title. In most cases, technicians and technologists who follow established procedures, rely on hands-on training, and do not make high-level decisions are not considered exempt. That means they’re usually entitled to overtime.

But if your work is more independent, theoretical, or creative, especially in computer or engineering fields, your employer might try to argue you're exempt.

Why Most Technicians Don’t Qualify as “Exempt” Employees

Many technologists and technicians are surprised to learn that they are still eligible for overtime, even in highly skilled or technical roles. That’s because most don’t meet the criteria for the “learned professional” exemption under the Fair Labor Standards Act (FLSA).

To qualify for this exemption, a job must meet all of the following conditions:

• You're paid a salary (or fee) of at least $684 per week
• Your primary duties require advanced knowledge
• That knowledge is in a field of science or learning
• And it’s typically acquired through prolonged, specialized academic study, like a university degree

The key here is education. The law is clear: even if your job is highly technical or requires years of experience, you’re not exempt unless a formal academic degree is the industry standard for entry into the role.

That means if your expertise comes primarily from on-the-job training, certifications, or vocational programs, rather than a specialized degree, you’re likely entitled to overtime pay.

Bottom line? Skill doesn’t equal exemption. If your job relies on practical know-how rather than academic credentials, the law still protects your right to be paid fairly for extra hours.

Examples of Nonexempt Technician Roles

Plenty of highly skilled jobs still qualify for overtime under the Fair Labor Standards Act. That’s because the key factor isn’t experience or certification, it’s whether the job requires a formal academic degree as a standard qualification.

Here are several roles that are typically considered nonexempt, meaning you’re likely entitled to overtime pay:

• Ultrasound technologists
• Engineering technicians
• Licensed veterinary technicians
• Avionics techs
• Lab technicians and medical assistants

You might have years of hands-on experience or advanced certifications, but if your job doesn’t require a specialized academic degree to qualify, you’re still covered by wage and hour protections, including overtime.

What It Means If You’re a Technician

If you’re clocking over 40 hours a week in one of these roles, you’re likely entitled to overtime pay, regardless of how skilled, experienced, or certified you are. That right doesn’t go away just because you’re paid a salary instead of hourly wages.

What really matters is how your role is classified under the law. For most technologists and technicians, the job simply doesn’t meet the criteria for exemption under the FLSA.

Why Proper Classification Matters for Employers

When employers misclassify technologists or technicians as exempt, it can lead to serious legal and financial consequences, including lawsuits, back pay demands, and government penalties.

Job titles aren’t enough. Employers must evaluate the actual job duties and entry-level requirements. If the role doesn’t require a formal degree as the standard path in, it likely fails the “learned professional” exemption test, which means overtime pay is still required.

Think You’ve Been Misclassified?

At Morgan & Morgan, we help hardworking folks like you get the pay you’ve earned. If you’ve been missing out on overtime pay, you might be owed more than you think.

To determine whether you have a valid case against your employer, we’ll first need to review your case.

And we’ll do that for free. No obligations, either.

Ready for your free case review? Here’s the form you need to fill out to get started.

Disclaimer: This information is based on fact sheets the DOL provides.