Education-related job duties are considered exempt administrative job duties if the employee satisfies the following test (in addition to the salary test described above): The employee's primary duty is performing administrative functions directly related to academic instruction or training in an educational establishment., which applies to adjunct members as well as tenure track. Academic administrative functions include operations directly in the field of education, and do not include jobs relating to areas outside the educational field. Employees engaged in academic administrative functions include: the superintendent or other head of an elementary or secondary school system, and any assistants responsible for administration of such matters as curriculum, quality and methods of instructing, measuring and testing the learning potential and achievement of students, establishing and maintaining academic and grading standards, and other aspects of the teaching program; the principal and any vice-principals responsible for the operation of an elementary or secondary school; department heads in institutions of higher education responsible for the various subject matter departments; academic counselors and other employees with similar responsibilities. The new overtime rule which goes into effect December 1, 2016 further clarified that Tthe teaching exemption also applies to: Students in research jobs under the supervision of a faculty member while obtaining a degree; Coaches and assistant coaches so long as the primary duty is teaching. This includes instructing athletes on how to perform a sport. However, if their primary duty is recruitment or manual labor, coaches are not considered teachers. Having a primary duty of performing administrative functions directly related to academic instruction or training in an educational establishment includes, by its very nature, exercising discretion and independent judgment with respect to matters of significance. However, because the salary for overtime will be raised significantly to $47,476 on December 1, 2016 from $23,660, higher education employees who may not have historically been eligible for overtime, may now be eligible if their salary is not adjusted to accommodate for this new law to be in effect on December 1, 2016.