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The classification of a contract employee as exempt or non-exempt depends on specific criteria established by the Fair Labor Standards Act (FLSA) along with the nature of the work performed. An exempt status typically applies to employees who meet certain criteria related to their job duties and will not receive overtime pay, while non-exempt employees are entitled to overtime.

A contract employee can indeed hold different classifications for different assignments based on their job duties. However, the key aspect here lies in the consistency of their classification for each specific role based on those duties rather than arbitrary changes. If the employee is performing work that fits the criteria for exemption in one role and non-exemption in another, it is appropriate to regard each assignment according to its own qualifications.

The assertion that contract employees can be "non-exempt for one assignment and exempt for another within the same month" is valid; it is dependent ultimately on their job responsibilities rather than a blanket classification. This allows organizations to maintain compliance with labor laws while fitting the contract roles appropriately according to the tasks performed.

Hence, the answer reflects a misunderstanding of the legality surrounding labor classifications, confirming that it is indeed not permissible to arbitrarily change classifications just based on agreement or requests. Each role must be assessed on its