I'm not sure what reading of FLSA would lead to that conclusion. The law defines the categories entirely with relation to how/how much you are paid and your job

I'm not sure what reading of FLSA would lead to that conclusion. The law defines the categories entirely with relation to how/how much you are paid and your job responsibilities. From the paper: > While salary, pay frequency, and whether a position is a learned profession are typically externally verifiable, whether a position satisfies the executive or administrative duties criteria depends on the employer’s assessment of the position’s responsibilities and is difficult to verify externally. Often, the only piece of externally observable information suggestive of a position’s duties is the job’s title. Thus, employers can strategically choose job titles to imply that a position involves managerial duties, and as such exempt from mandatory overtime payments, although the actual responsibilities of the position do not satisfy the executive or administrative duties tests