Many organizations experience turnover rates that may result from work-life imbalance. Organizations with increased turnover rates experience various negative consequences. The purpose of this quantitative correlational study was to examine the relationship between work-life balance, Fair Labor Standards Act (FLSA) classification status, and turnover intention of female employees from a Historical Black College and University in North Carolina. The population was female employees who worked in exempt and non-exempt positions. Email invitations were sent to the entire population of female employees. One hundred and forty-six female employees responded, with 138 participants completing the entire survey. Participant FLSA classification status (exempt or non-exempt) was obtained in the demographic section of the survey. Work-life balance was measured using the Work-Life Balance Scale, and turnover intention was measured using the TIS-6 Scale. Results of a multiple linear regression analysis revealed the predictor variable, FLSA classification status, did not significantly predict turnover intention ([beta] = -0.034, p = 0.687); however, work-life balance did significantly predict turnover intention ([beta] = -0.249, p= 0.003). The results of the current study support previous findings in the literature with participants from various populations and industries (i.e., manufacturing, public service, county, non-profits, and higher education). Regardless of the population's characteristics, the balance between work demands and personal responsibility appears to be an important factor that influences an employees' thoughts about the decision to leave an organization. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://www.proquest.com.bibliotheek.ehb.be/en-US/products/dissertations/individuals.shtml.]