What are the three key factors that determine an employee's exemption status?

The correct choice identifies three essential factors that determine an employee's exemption status under the Fair Labor Standards Act (FLSA). These factors—duties, responsibilities, and salary—are crucial in assessing whether an employee qualifies for exemption from certain provisions, such as minimum wage and overtime pay.

Duties refer to the actual tasks the employee performs and whether those tasks align with roles that are exempt based on the job's nature. Responsibilities highlight the level of authority an employee has, including whether they exercise independent judgment or manage others. Salary is significant because it helps establish whether an employee meets the minimum earnings threshold set by the FLSA for exempt positions.

Other options, while containing elements that can be relevant to job evaluation, do not accurately capture the legal criteria for exemption determination. For instance, experience and education may influence hiring or promotion decisions but do not directly determine exemption status. Similarly, factors like tenure, title, job type, or workplace location do not focus on the fundamental criteria laid out by labor laws for classifying positions as exempt or non-exempt.