Under Lab. Code 515(a) and Wage Order No. 44 (Cal. Code Regs., tit. 8, § 11040), an employer need not pay overtime pay to an employee who (1) is primarily engaged in exempt duties and (2) earns “a monthly salary equivalent to no less than two (2) times the state minimum wage for full-time employment.” This decision holds that “salary” means compensation at a fixed rate per week, month or other period, regardless of the quantity or quality of the work performed during that period. So, even though plaintiff’s duties were administrative, he did not fall within the administrative exception to overtime pay rules because he was paid on a purely commission basis. Though the employer advanced enough to make up for any sum by which commissions fell below two times the minimum wage, the employer reserved the right to recoup those advances against future commissions otherwise due plaintiff.