FLSA faqs

 

Q:     What do the new rules require?

A:      Beginning July 1, 2024, salaried employees in certain positions, whose job duties result in compensable work hours in excess of forty (40) per workweek, will receive a minimum weekly salary of $844.00 (before taxes and other deductions), or will be reclassified as either hourly employees, or salaried non-exempt employees, receiving overtime premium pay for compensable time in excess of forty (40) hours per workweek.     

 

Q:     Are teaching faculty affected by the new rule? 

A:      No.    Faculty whose job duties are teaching, tutoring, instructing, or lecturing are not subject  to the minimum weekly salary amount specified by the new rule.   

 

Q:     If I am a salaried employee with a current salary of less than $844.00 per week (before taxes and other deductions), will my pay rate or pay structure change on July 1, 2024?

A:      In certain cases.    

          Employees whose job responsibilities include the performance of administrative functions directly related to academic instruction or training will probably not see any change to their pay rate or pay structure as a result of the new rule.  These functions include teaching, administration of curriculum, quality, and methods of instruction, measuring and testing  student learning potential and achievement, and/or establishing and maintaining academic and grading standards and other aspects of the University’s curriculum.

          The job duties and responsibilities of employees not included in the above category, and whose positions currently are expected to entail compensable work hours in excess of forty (40) per workweek, will be evaluated by the University, and one of the following changes may occur:   (1) the employee may continue in a salaried capacity at the employee’s current salary level, but will begin entering and tracking regular worked hours, including hours worked in excess of forty per workweek, for which the employee will receive overtime premium pay or compensatory time; or (2) the employee’s weekly salary may increase to or above $844.00 per week (before taxes and other deductions).

          Any changes will be made solely on the basis of the employee’s job duties and responsibilities and/or other operational considerations, and will not be based on employee seniority, job performance, or any other individual qualities of the employee.   Accordingly, no employee should consider any change to their pay rate or pay structure made as a result of this new rule to reflect any view of the value of that employee’s contributions to the University community.