Under the FLSA, an employer need not pay overtime pay to employees who work in a bona fide executive, administrative, or professional capacity. Dept. of Labor regulations impose three tests for the exemption’s applicability, one of which is that the employee must be paid on a “salary basis.” This decision holds that the regulation defining “salary basis” requires that the employee be paid a set sum per week or longer period. (29 USC §541.602(a).) An employee paid on a daily basis can’t fit within the exemption even if his duties are executive or administrative in nature. Here, the employee worked on an oil rig 4 weeks on, 4 weeks off. He was paid on a daily basis for each day worked, but received no pay for the weeks he was off the rig. Since he was paid on a daily basis, he was not an executive or administrative employee and so was entitled to overtime pay on the days he worked.