exemption] is to be narrowly construed against the employer.” Brock v. Norman’s Country Mkt., Inc., 835 F.2d 823, 825 (11 th Cir.1988); see also Avery v. City of Talladega, Ala., 24 F.3d 1337, 1340 (11 th Cir.1994); Nicholson, 105 F.3d at 1364. The FLSA authorizes the Department of Labor (“DOL”) to develop regulations defining and implementing these exemptions. See U.S.C. § 213(a). Where Congress expressly delegates regulatory authority to an administrative agency, regulations adopted pursuant to such authority “are given controlling weight unless they are manifestly contrary to the statute.” Chevron U.S.A., Inc. v. Natural Res. Def. Council, Inc., 467 U.S. 837, 104 S.Ct. 2778, 81 L.Ed.2d 694 (1984); see also Buckner v. Fla. Habilitation Network, Inc., 489 F.3d 1151 (11th Cir.2007) (<HOLDING>). Accordingly, the DOL’s implementing
holding that dol regulations related to flsa exemptions are enforceable holding that because a police department regulation prohibiting beards allowed for medical exemptions but not religious exemptions it was not generally applicable under smith holding federal regulations have the force of law and may create enforceable rights holding that because federal regulations have the force of law they may create enforceable rights under  1983 holding that regulations do not create enforceable rights when they are too far removed from congressional intent