You are the HR Professional for your organization. You are discussing the status of your company's employees to determine who may be considered nonexempt versus exempt. Which one of the following…

Administrative employees, including some administrative assistants, may qualify for the FLSA administrative exemption if they meet the required salary basis test and their primary duty involves discretion and independent judgment on matters of significance.

Salespersons who primarily make sales away from the employer's place of business can qualify for the FLSA outside sales exemption, which has no salary requirement.

The FLSA's white-collar overtime exemptions - executive, administrative, professional, outside sales, and computer - apply exclusively to employees in non-manual occupations. The Department of Labor explicitly excludes manual laborers and other blue-collar workers who perform work involving repetitive operations with their hands from all FLSA exemption categories, meaning they must always receive overtime pay for hours worked beyond 40 in a workweek.

Managers can qualify for the FLSA executive exemption when they regularly direct the work of at least two full-time employees, have authority over hiring or firing, and meet the salary basis test.