Fair Labor Standards Act

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Fair Labor Standards Act"

Transcription

1 Fair Labor Standards Act June 2016 Roger L. Bates Hand Arendall LLC 2001 Park Place North Birmingham, AL Fair Labor Standards Act ( FLSA ) Establishes standards for minimum wages, overtime pay, and other items. See 29 U.S.C When Does the FLSA Apply? Applies to enterprises who engage in interstate commerce; produce goods for interstate commerce; or handle, sell, or work on goods or materials that have been moved in or produced for interstate commerce. 1

2 Does the FSLA Apply to a Non-Profit? There is no exclusion in the FLSA for non-profit organizations. The Supreme Court decided in Alamo Foundation v. Secretary of Labor that despite the nonprofit corporation status of an organization, if it engages in commercial activities in competition with other businesses, its employees are entitled to its full protection. What Employees Are Covered? The FLSA covers both full-time and part-time employees in the private and public sector. Exempt vs. Non-Exempt Employees Employees whose jobs are governed by the FLSA are either "exempt" or "nonexempt. 2

3 Exempt vs. Non-Exempt Employees Whether a job is exempt or nonexempt depends on (a) how much they are paid, (b) how they are paid, and (c) what kind of work they do. Employees are non-exempt unless they meet three requirements. Test for Exempt Employees Generally, an individual is only an exempt employee if she meets the following three tests: Is paid at least $23,600 per year (or $455 per week) until November 30, 2016; FINAL DOL RULE increases minimum to $47,476 per year (or $913 per week) will be effective December 1, 2016 Is paid on a salary basis (guaranteed minimum) AND Performs exempt job duties. Department of Labor Final Rule On May 18, 2016, the DOL issued the Final Rule updating the overtime exemption regulations of the FLSA at President Obama s directive. Most significantly, the Final Rule: Increases the minimum salary level for exempt executive, administrative, and professional employees (also known as white collar exemptions) from $455 to $913 per week or $23,660 to $47,476 annually; Increases the minimum annual compensation level for exempt highly compensated employees from $100,000 to $134,004; and Provides that the salary thresholds will automatically change every three years so that the minimum for the white collar exemption is maintained at the 40th percentile of earnings of full-time salaried workers in the lowestwage Census Region and the minimum for highly compensated employees is maintained at the 90th percentile of full-time salaried workers nationally. Under the new rule, employers may now use nondiscretionary bonuses and incentive payments (including commissions) to satisfy up to 10% of the new minimum salary level for white collar exemptions, but only if those payments are paid at least quarterly. The Final Rule does not in any way change the existing job duty requirements necessary to qualify for the white collar exemption. The Final Rule becomes effective December 1,

4 Exempt Job Duties These FLSA exemptions are limited to employees who perform relatively high-level work. Whether the duties of a particular job qualify as exempt depends on what they are. Job titles or position descriptions are not particularly useful for purposes of this test. It is the actual job tasks that must be evaluated, along with how the particular job tasks "fit" into the employer's overall operations. Common Exempt Categories There are three typical categories of exempt job duties, called "executive," "professional," and "administrative. Executive Exemption Job duties are exempt executive job duties if the employee: regularly supervises two or more other employees, has management as the primary duty of the position, and has some genuine input into the job status of other employees (such as hiring, firing, promotions, or assignments). 4

5 Professional Exemption The job duties of the traditional "learned professions" are exempt. lawyers, doctors, dentists, teachers, architects, Clergy registered nurses (but not Licensed Practical Nurses), accountants (but not bookkeepers), engineers actuaries, scientists (but not technicians), pharmacists, and other employees who perform work requiring "advanced knowledge" similar to that historically associated with the traditional learned professions. Professional Exemption Professionally exempt work means work which is predominantly intellectual, requires specialized education, and involves the exercise of discretion and judgment. Professionally exempt workers must have education beyond high school, and usually beyond college, in fields that are distinguished from (or more "academic" than) the mechanical arts or skilled trades. Professional Exemption Advanced degrees are the most common measure of this, but are not absolutely necessary if an employee has attained a similar level of advanced education through other means (and perform essentially the same kind of work as similar employees who do have advanced degrees). Identifying most professionally exempt employees is usually pretty straightforward and uncontroversial, but this is not always the case. 5

6 Professional Exemption Creative Professional Jobs Some employees may also perform "creative professional" job duties which are exempt. This classification applies to jobs such as actors, musicians, composers, writers, cartoonists, and some journalists. It is meant to cover employees in these kinds of jobs whose work requires invention, imagination, originality or talent; who contribute a unique interpretation or analysis. Administrative Exemption The most elusive and imprecise of the definitions of exempt job duties is for exempt "administrative" job duties. There is no bright line. Administrative Exemption The Regulatory definition provides that exempt administrative job duties are: office or non-manual work directly related to management or general business operations of the employer or the employer s customers a primary component of which involves the exercise of independent judgment and discretion about matters of significance. 6

7 Administrative Exemption Designed for relatively high-level employees whose main job is to "keep the business running. A useful rule of thumb is to distinguish administrative employees from "operational" or "production" employees. Employees who make what the business sells are not administrative employees. Administrative employees provide "support" to the operational or production employees. They are "staff" rather than "line" employees. Administrative Exemption Examples of administrative functions include: labor relations and personnel (human resources employees), payroll and finance (including budgeting and benefits management), records maintenance, accounting and tax, marketing and advertising (as differentiated from direct sales), quality control, public relations (including shareholder or investment relations, and government relations), legal and regulatory compliance, and some computer-related jobs (such as network, internet and database administration). Administrative Exemption Administrative work is not exempt just because it is financially important, in the sense that the employer would experience financial losses if the employee fails to perform competently. Administratively exempt work typically involves the exercise of discretion and judgment, with the authority to make independent decisions on matters which affect the business as a whole or a significant part of it. 7

8 Administrative Exemption Questions to ask might include : whether the employee has the authority to formulate or interpret company policies; how major the employee's assignments are in relation to the overall business operations of the enterprise (buying paper clips versus buying a fleet of delivery vehicles, for example); whether the employee has the authority to commit the employer in matters which have significant financial impact; whether the employee has the authority to deviate from company policy without prior approval. Administrative Exemption An example of administratively exempt work could be the buyer for a department store. S/he performs office or non-manual work and is not engaged in production or sales. The job involves work which is necessary to the overall operation of the store -- selecting merchandize to be ordered as inventory. It is important work, since having the right inventory (and the right amount of inventory) is crucial to the overall well-being of the store's business. It involves the exercise of a good deal of important judgment and discretion, since it is up to the buyer to select items which will sell in sufficient quantity and at sufficient margins to be profitable. Other examples of administratively exempt employees might be planners and true administrative assistants (as differentiated from secretaries with fancy titles). Bookkeepers, "gal Fridays," and most employees who operate machines are not administratively exempt. Administrative Exemption Tasks that are not high-level enough to be administratively exempt: filing, filling out forms and preparing routine reports, answering telephones, making travel arrangements, working on customer "help desks," and Routinely ordering supplies (and even selecting which vendor to buy supplies from). 8

9 Administrative Exemption Many clerical workers do in fact exercise some discretion and judgment in their jobs. However, to "count" the exercise of judgment and discretion must be about matters of considerable importance to the operation of the enterprise as a whole. Administrative Exemption An employee s title is helpful but is not dispositive of whether they fall within an exemption. A secretary may be a high-level, administratively exempt employee (for example, the secretary to the CEO who really does "run his life"), while an employee with a fancy title (e.g., "administrative assistant") may really be performing nonexempt clerical duties. Other Exemptions The executive, the professional and the administrative we just covered are the most common exemptions. We will now discuss less common FLSA exemptions to consider. 9

10 Computer-Related Occupations Exemption The FLSA provides an exemption from both minimum wage and overtime pay for computer systems analysts, computer programmers, software engineers, and other similarly skilled workers in the computer field who meet certain tests regarding their job duties and salary level. Outside Sales Exemption To qualify for the outside sales employee exemption, the following tests must be met: Step One: The employee s primary duty must be making sales or obtaining orders or contracts for services or for the use of facilities for which consideration will be paid by the client or customer; and Step Two: The employee must be customarily and regularly engaged away from the employer s place or places of business. The salary basis test does not apply to the outside sales exemption. Highly Compensated Employees A highly compensated employee can also be classified as exempt so long as both of the following conditions are satisfied: Step One: The employee earns at least $100,000 in total annual compensation (This amount will be changed to $134,004 on December 1, 2016 as a result of Pres. Obama directive); and Step Two: The employee customarily and regularly performs one or more exempt duties of an executive employee, administrative employee, or professional employee. 10

11 Rights of Exempt Employees An exempt employee has virtually "no rights at all" under the FLSA overtime rules. About all an exempt employee is entitled to under the FLSA is to receive the full amount of the base salary in any work period during which s/he performs any work (less any permissible deductions). Nothing in the FLSA prohibits an employer from requiring exempt employees to "punch a clock," or work a particular schedule, or "make up" time lost due to absences. Nor does the FLSA limit the amount of work time an employer may require or expect from any employee, on any schedule. Rights of Exempt Employees COMP TIME??? There is no requirement under the FLSA for employers to pay exempt workers for extra hours worked. However, an employer may offer comp time if the employer chooses. See Section of the FLSA. Non-Exempt Employees If an employee does not meet the test for an exempt employee (or is not statutorily exempted), then the employee is a nonexempt employee. 11

12 Are you exempt or nonexempt? Why is this important to know? Overtime rules are different Documenting time is expected of non-exempt employees Most businesses cannot afford to routinely pay overtime to non-exempt employees, so managers and employees alike understanding the rules can help more effectively manage costs of the business Non-Exempt Employees Federal and state laws require most employers to pay overtime to nonexempt employees. The overtime premium is 50% of the employee's usual hourly wage. This means an employee who works overtime must be paid "time and a half" -- the employee's usual hourly wage plus the 50% overtime premium -- for every overtime hour worked. 12

13 Non-Exempt Employees Federal and most state laws impose a weekly overtime standard, which means that nonexempt employees are entitled to overtime for every hour more than 40 that they work in a workweek, regardless of how many hours they work in a day. Non-Exempt Employees For example, Alex is a nonexempt employee who works 12 hours on Monday and 6 hours on Tuesday (and doesn't work any additional hours in the week). He is not entitled to receive overtime under the weekly overtime standard, even though he worked more than eight hours on Monday, because he didn't work more than 40 hours that week. Non-Exempt Employees FLSA overtime pay is due on the regular pay day for the period in which the overtime was worked. The overtime pay requirement may not be waived by agreement between the employer and the employee. The overtime pay requirement cannot be met through the use of compensatory time off (comp time) except under special circumstances applicable only to state and local government employees. 13

14 Comp Time Some employers adopt a policy of giving their employees compensatory time (referred to as "comp time ) -- an hour off at some later date for every extra hour worked -- instead of paying them overtime. These policies are generally illegal under federal law, at least for private employers because they preclude employees from collecting an overtime premium, the extra pay to which they are entitled for working more than a set number of hours. Comp Time This means that if you wish to give your employees time off instead of money for extra hours worked, you cannot simply establish an hour-forhour policy (that is, letting the employee take an hour off for every hour of overtime worked). Alternatives to Comp Time You may be able to rearrange an employee's schedule during a workweek to ensure that the employee does not work overtime. Under federal law, an employee who works no more than 40 hours in a week has not worked overtime and is not entitled to overtime pay. For example, an employee who works four 10-hour days and then has three days off need not be paid overtime. 14

15 Alternatives to Comp Time You can also adjust an employee's hours during a pay period so that the amount of the employee's paycheck remains constant. To make this work, the employee must take an hour-and-a-half off for every extra hour worked. Alternatives to Comp Time For example, if an employee who usually earns $1,600 every two weeks (or $20 an hour) works an extra 10 hours during the first week of the pay period, the employee is entitled to $300 in overtime pay hours multiplied by one-anda-half times the employee's hourly rate, or $30. If the employee took 15 hours off in the second week of the pay period, however, his or her paycheck would remain the same -- the employee would receive $300 in overtime pay, but would be docked $300 (15 hours multiplied by $20 an hour) for the time not worked. While you'll have less of the employee's time, it will help keep costs down. Attendance at Receptions, Dinners, Other Social Events Many employers sponsor or host receptions, dinners, happy hours, and other social events. If a non-exempt employee is required to attend a reception, dinner, happy hour, or other social event, that time is treated as compensable time, even if the employee is not performing work that he or she usually performs in the office. 15

16 Attendance at Receptions, Dinners, and Other Social Events Again, it is important to clearly communicate to non-exempt employees what is required and what is not required. In addition, supervisors should be trained not to pressure non-exempt employees to attend an event that is not mandatory. Attendance at Overnight Conferences or Meetings On days when an employee is out of town (but not traveling), the employee is compensated for hours worked such as attending a conference or a meeting. The employee is not compensated for time not working even if it cuts across the employee s regular work schedule (e.g., employee goes sightseeing instead of attending a session of the conference or the conference sessions are only from 9-4). Seminars, Lectures, and Training Programs Many non-exempt employees attend lectures, seminars, and training programs outside the office. Attendance at lectures, meetings, training programs, and similar activities is not considered compensable time if all of the following criteria are met: Attendance is outside the employee s regular working hours, Attendance is voluntary, The course, lecture, or meeting is not directly related to the employee s job, AND The employee does not perform any productive work during such attendance. 16

17 Seminars, Lectures, and Training Programs Training is considered related to the employee s job if it is designed to help the employee handle his or her job more effectively and it is related to the job. If it is training for another job or a new or additional skill, then it is not job-related even if the course incidentally improves skills in doing the regular work. For example, an IT employee who takes classes toward an accounting degree may incidentally improve his or her organizational skills but that training is not job-related. Seminars, Lectures, and Training Programs When employees attend independent trainings, courses, and college after hours, and it is not required by the employer, such time is not compensable time. Even if the employer pays or reimburses the employee for part of the tuition through an employee benefit plan, the time spent at the course is not compensable time. Seminars, Lectures, and Training Programs Similarly, if an employer offers a lecture or training session for the benefit of employees, voluntary attendance outside of work hours is not hours worked, even it if it is jobrelated or paid for by the employer. 17

18 Seminars, Lectures, and Training Programs For example, an employer may offer all employees an opportunity to hear an author to speak about a new book about improving management skills. If it is during work hours, the time at the session is compensable time. If the speaker event is outside of regular hours, and is completely voluntary, it is not compensable time. Travel Under the FLSA, a non-exempt employee must be paid for all hours the employee is suffered or permitted to work. This section addresses under what circumstances time spent traveling is considered compensable (i.e., the time is counted as hours worked). Home to Work Travel As a general rule, an employee who travels from home before his regular workday and returns home at the end of the workday is engaged in ordinary home-to-work travel (ordinary commute) which is a normal incident of employment and is not compensable. Compensable: Talking on a phone, running work related errands (e.g., picking up supplies) while traveling from home to work or vice versa is considered compensable if it is work related. Non compensable: Ordinary travel from home to work is not considered hours worked. 18

19 Travel During the Work Day/In-Town In general time spent traveling as part of the employer s principal activity counts as hours worked. Compensable: Travel during the work day as part of the employer s principal activity counts as hours worked. (e.g., travel from job site to job site). Same Day Travel/Out-of-Town In general, time spent traveling out-of-town and returning in the same day counts as hours worked without regard to whether the employee is driving or riding as a passenger and without regard to whether the travel cuts across the employee s normal work schedule. Travel counts as hours worked. Compensable: Time spent traveling to and from a one day seminar, conference, meeting, etc. is counted as hours worked. Non Compensable: Regular meal periods do not count as hours worked. Overnight Travel In general, whether travel time counts as hours worked when an employee travels overnight, depends on whether the travel cuts across the employee s normal work schedule, and whether the employee is driving or riding as a passenger. 19

20 Overnight Travel Oftentimes, employees are asked to travel longer distances to attend conferences or other out-of-town events. However, if all of the following conditions are met, even this longer form of travel to a different city is not considered compensable time: the employee is a passenger on an airplane, train, boat, or automobile; the travel is during non-shift hours; AND no work is performed during the travel. Overnight Travel For example, an employee who takes a four-hour plane trip to a week-long conference during non-shift hours but performs no work on the plane need not be compensated for this travel time. Overnight Travel On the other hand, if an employee travels to an out-of-town conference during shift hours, that employee must be compensated for the commuting time to the conference which exceeds that employee s regular commute, whether or not he or she performed any work during the commute. For example, an employee whose regular commuting time is 30 minutes, and who takes a three-hour train ride for a one-day trip to another city during regular shift hours and performs no work on the train, must be compensated for the two-and-a-half hours which are not part of the regular commute. 20

21 Overnight Travel Compensable Any portion of authorized travel that cuts across an employee s normal work schedule counts as hours worked. Travel on non-work days (like weekends) also counts as hours worked if it cuts across the employee s normal work schedule. Driving a vehicle, regardless of whether the travel takes place within or outside normal work hours, counts as hours worked. In other words, the act of driving is considered manual labor activity which must be counted as hours worked if it is for the benefit of the employer. If an employee is required to attend meals, social events, etc., that time is counted as hours worked. Time spent waiting at the airport counts as hours worked if it cuts across normal work hours. Any work while traveling, which an employee is required to perform while traveling, is counted as hours worked (e.g., answering s, taking business related phone calls.) If an employee is required to ride as an assistant or helper in an automobile, the travel time counts as hours worked. Overnight Travel Non-compensable: Regular meal periods do not count as hours worked. Riding as a passenger outside of normal work hours, via airplane, train, boat, bus or automobile does not count as hours worked. In other words, the act of riding as a passenger is not considered work. Time spent sleeping does not count as hours worked. Time spent waiting at the airport outside of normal work hours does not count as hours worked. Travel between home and work or between hotel and worksite is considered normal commuting time and does not count as hours worked. Overnight Travel Notes: When an employee travels between two or more time zones, the time zone associated with the point of departure should be used to determine whether the travel falls within normal work hours. If an employee drives a car as a matter of personal preference when an authorized flight or other travel mode is available and the travel by car would exceed that of the authorized mode, only the estimated travel time associated with the authorized mode will be counted as hours worked. If the employer provides hotel accommodations for overnight travel but the employee wishes to drive back home each evening, this time is not counted as hours worked. 21

22 Overnight Travel Examples 22

23 FLSA Posters Every employer of employees subject to the FLSA s minimum wage provisions must post, and keep posted, a notice ( e/posters/flsa.htm) explaining the Act in a conspicuous place in all of their establishments. Although there is no size requirement for the poster, employees must be able to readily read it. 23

24 Wage and Hour Law Alabama does not have any specific state laws governing wages and hours. All employers must follow the federal guidelines set for by the U.S. Wage and Hour Division, which is a division of the U.S. Department of Labor Questions? Roger L. Bates Hand Arendall LLC 2001 Park Place North Birmingham, AL

Time to Talk Overtime. New Fair Labor Standards Act Rules and Some Existing Rules to Live By

Time to Talk Overtime. New Fair Labor Standards Act Rules and Some Existing Rules to Live By Time to Talk Overtime New Fair Labor Standards Act Rules and Some Existing Rules to Live By Presenters Meghan Hill Principal, Columbus 614 365 2720 meghan.hill@squirepb.com Lindsay Gingo Of Counsel, Cleveland

More information

EXECUTIVE EXEMPTION WORKSHEET

EXECUTIVE EXEMPTION WORKSHEET EXECUTIVE Job Title: Note: When completing this worksheet for a position that has two or more incumbents, you must be able to answer all of SALARY LEVEL TEST Yes No Comments 1. Does the employee currently

More information

Fair Labor Standards Act Part 541 Overtime Final Rule

Fair Labor Standards Act Part 541 Overtime Final Rule Fair Labor Standards Act Part 541 Overtime Final Rule Presented by: Ivan L. Schraeder Lowenbaum Law 222 South Central Avenue, Suite 900 St. Louis, Missouri 63105 314.746.4823 telephone 314.746.4848 facsimile

More information

EXEMPT VS. NON-EXEMPT Identifying Employee Classification

EXEMPT VS. NON-EXEMPT Identifying Employee Classification EXEMPT VS. NON-EXEMPT Identifying Employee Classification Employee Classification Keeping it all straight The comptroller of a small company notices that her accounting clerk works a lot of overtime. In

More information

Frequently Asked Questions about FLSA-Required Changes

Frequently Asked Questions about FLSA-Required Changes Frequently Asked Questions about FLSA-Required Changes WHAT IS THE FLSA? FLSA is the acronym for the Fair Labor Standards Act. Originally adopted in 1938, this federal law articulates the government s

More information

CITY OF NEW LONDON Fair Labor Standards Act (FLSA) Overtime Compensation Policy

CITY OF NEW LONDON Fair Labor Standards Act (FLSA) Overtime Compensation Policy CITY OF NEW LONDON Fair Labor Standards Act (FLSA) Overtime Compensation Policy Issue Date: Revision Update(s): January 13, 2009 September 10, 2013 Policy Source: Cities and Villages Mutual Insurance Company

More information

Implementing Overtime Rule Changes. Presented by: Assistant Attorney General Daniel Knox Faulkner

Implementing Overtime Rule Changes. Presented by: Assistant Attorney General Daniel Knox Faulkner Implementing Overtime Rule Changes Presented by: Assistant Attorney General Daniel Knox Faulkner General Rule/Overtime Pay Non-exempt employees must receive overtime pay at a rate of not less than 1 ½

More information

FLSA Exemption Test Worksheet Executive, Teaching, Professional, Administrative, and Computer Exemption Tests

FLSA Exemption Test Worksheet Executive, Teaching, Professional, Administrative, and Computer Exemption Tests FLSA Exemption Test Worksheet Executive, Teaching, Professional, Administrative, and Computer Exemption Tests Federal law provides that certain PSU employees may be exempt from the overtime wage provisions

More information

FAIR LABOR STANDARDS ACT(FLSA): IMPLICATIONS OF 2016 REGULATIONS June 14, 2016 Presented by:

FAIR LABOR STANDARDS ACT(FLSA): IMPLICATIONS OF 2016 REGULATIONS June 14, 2016 Presented by: FAIR LABOR STANDARDS ACT(FLSA): IMPLICATIONS OF 2016 REGULATIONS June 14, 2016 Presented by: Sandi P. Tarski starski@wabsa.c om 512-454-6864 Alexander S. Berk aberk@wabsa.c om 214-574-8800 1 FLSA BASICS

More information

Guide to Navigating the Proposed Overtime Regulations

Guide to Navigating the Proposed Overtime Regulations Guide to Navigating the Proposed Overtime Regulations Table of Contents Section I Introduction 2 Section II The FLSA: Let s Get Back to Basics 3-6 -FLSA Coverage -Enterprise Rule -Individual Employee Coverage

More information

LITTLER MENDELSON, P.C. Preparing for Change: The DOL s Final Rule and Exempt Classifications

LITTLER MENDELSON, P.C. Preparing for Change: The DOL s Final Rule and Exempt Classifications LITTLER MENDELSON, P.C. Preparing for Change: The DOL s Final Rule and Exempt Classifications Agenda A Quick Review DOL s Final Rule Preparing for Change What Are Your Options? 2 A QUICK REVIEW White Collar

More information

FLSA Resource Guide. October Cascade Employers Association

FLSA Resource Guide. October Cascade Employers Association FLSA Resource Guide This guide is intended to help you comply with new rules under the Fair Labor Standards Act regarding overtime and employee classifications. October 2016 Cascade Employers Association

More information

2014 Brigham Young University Idaho Brigham Young University Idaho

2014 Brigham Young University Idaho Brigham Young University Idaho 2014 Brigham Young University Idaho 1 2008 Brigham Young University Idaho FAIR LABOR STANDARDS ACT Exemptions and Policy 2014 Brigham Young University Idaho 2 Overview Northwestern University Football

More information

Managing the Changes in the Fair Labor Standards Act

Managing the Changes in the Fair Labor Standards Act Managing the Changes in the Fair Labor Standards Act 2016 Summer Conference June 29, 2016 Linda Bond Edwards Linda Bond Edwards Overview of Changes Become effective December 1, 2016; Increases minimum

More information

New Overtime Pay Rule

New Overtime Pay Rule New Overtime Pay Rule Overview On May 18, 2016, the U.S. Department of Labor (DOL) released its final rule updating overtime requirements for employers. The rule takes effect December 1, 2016 and makes

More information

ATTACHMENT 1 Exempt Employees Guidelines from the Fair Labor Standards Act (FLSA) 235 EXECUTIVE EXEMPTION DECISION CHART

ATTACHMENT 1 Exempt Employees Guidelines from the Fair Labor Standards Act (FLSA) 235 EXECUTIVE EXEMPTION DECISION CHART Exempt Employees Guidelines from the Fair Labor Standards Act (FLSA) 235 EXECUTIVE EXEMPTION DECISION CHART DOES THE EMPLOYEE RECEIVE A WEEKLY SALARY OF MORE THAN $250? YES -- Does the employee spent more

More information

Policy 4.40 Fair Labor Standards Act (FLSA)

Policy 4.40 Fair Labor Standards Act (FLSA) Policy 4.40 Fair Labor Standards Act (FLSA) Responsible Official: VP for Human Resources Administering Division/Department: Compensation Effective Date: May 07, 2007 Last Revision: July 15, 2014 Policy

More information

FLSA: Exemption Test Questionnaire

FLSA: Exemption Test Questionnaire FLSA: Exemption Test Questionnaire Incumbent s Current Job Title: Incumbent Salary: Incumbent Name: Department: Supervisor s Name: Supervisor s Title: Date Completed: Completed by: Pay Band: Please note

More information

New Overtime Regulations and Common Wage and Hour Challenges

New Overtime Regulations and Common Wage and Hour Challenges and Common Wage and Hour Challenges MOLLY CHERRY* OCTOBER 18, 2016 *Certified Labor and Employment Law Specialists OVERVIEW New Overtime Rule and Current Exemptions Options for Complying with Overtime

More information

Administrative Exemption

Administrative Exemption Federal Guidelines Administrative Exemption To qualify for the administrative employee exemption, all of the following tests must be met: - The employee must be compensated on a salary or fee basis (as

More information

Federal Law Update. The New FLSA Overtime Exemption Rules. AIM HR Solutions. Presented by : Russ Sullivan. www. aim net. org

Federal Law Update. The New FLSA Overtime Exemption Rules. AIM HR Solutions. Presented by : Russ Sullivan. www. aim net. org Federal Law Update The New FLSA Overtime Exemption Rules Presented by : Russ Sullivan AIM HR Solutions @AIMHRSolutions #AIMHR blog.aimnet.org www. aim net. org 617. 262. 1180 Session Overview Challenges

More information

NEW FEDERAL REGULATIONS REDEFINE EXEMPT EMPLOYEE STATUS

NEW FEDERAL REGULATIONS REDEFINE EXEMPT EMPLOYEE STATUS NEW FEDERAL REGULATIONS REDEFINE EXEMPT EMPLOYEE STATUS By: William James Rogers, Esquire Thomson, Rhodes & Cowie, P.C. Introduction On April 23, 2004, the U.S. Department of Labor published in the Federal

More information

New Overtime Rules JOHN BLANCHARD KRISTIN WINDTBERG

New Overtime Rules JOHN BLANCHARD KRISTIN WINDTBERG New Overtime Rules JOHN BLANCHARD KRISTIN WINDTBERG The Fair Labor Standards Act The FLSA requires employers to pay overtime to all employees, unless exempt from the FLSA: Administrative Employee Executive

More information

System-wide Pay Plan and Overtime Regulations Session for AABS

System-wide Pay Plan and Overtime Regulations Session for AABS System-wide Pay Plan and Overtime Regulations Session for AABS Elizabeth Schwartz Director of Workforce Management eschwartz@tamu.edu 979.845.0357 employees.tamu.edu FOLLOW US ON: Topics Background Basic

More information

How The New FLSA Rules Impact Nonprofits: What You Need To Know

How The New FLSA Rules Impact Nonprofits: What You Need To Know How The New FLSA Rules Impact Nonprofits: What You Need To Know Presented by: Sidney Abrams and Alicia Schoshinski Tuesday, June 28, 2016 ABOUT NONPROFIT HR Since 2000, Nonprofit HR has worked with thousands

More information

Pay Raises or Pay Overtime: The New DOL Salary Level Test

Pay Raises or Pay Overtime: The New DOL Salary Level Test Pay Raises or Pay Overtime: The New DOL Salary Level Test Thomas W. Scroggins Rosen Harwood, P.A. Bank of Tuscaloosa Plaza Suite 200 Tuscaloosa, Alabama 35403 3206 Telephone (205) 344 5000 tscroggins@rosenharwood.com

More information

The Final FLSA Overtime Rule

The Final FLSA Overtime Rule The Final FLSA Overtime Rule Issue 4 2016 On May 18, 2016 the Department of Labor released the final rule regarding the overtime regulations of the Fair Labor Standards Act (FLSA). While the rule maintains

More information

CTAS e-li. Published on e-li (http://eli.ctas.tennessee.edu) January 03, 2018 Calculating Overtime Pay

CTAS e-li. Published on e-li (http://eli.ctas.tennessee.edu) January 03, 2018 Calculating Overtime Pay Published on e-li (http://eli.ctas.tennessee.edu) January 03, 2018 Calculating Overtime Pay Dear Reader: The following document was created from the CTAS electronic library known as e-li. This online library

More information

The Fair Labor Standards Act FLSA

The Fair Labor Standards Act FLSA The Fair Labor Standards Act FLSA hrconsulting@jwterrill.com Michelle Perris Human Resources Consultant Carol Emge Human Resources Consultant 1 Overtime updates will extend protections to 4.2 million workers

More information

New Reality for Exempt Employees

New Reality for Exempt Employees New Reality for Exempt Employees Pittsburgh Employment Law Conference Amanda MacDonald Carly Osadetz (412) 394-2507 (313) 965-8464 amacdonald@ cosadetz@ October 15, 2015 TOPICS TO BE COVERED Current Department

More information

FLSA Transition and Information for Employees

FLSA Transition and Information for Employees FLSA Transition and Information for Employees FLSA classifications of exempt and non-exempt refers to a legal designation of the employee s job, and in no way refers to the value placed on an employee

More information

2. Does the employee have 2 or more employees reporting to them?

2. Does the employee have 2 or more employees reporting to them? California Exempt vs. n-exempt Test as of 1/1/2016 Executive Exemption: The executive exemption applies to one who is in charge of unit or department within a company, and who ordinarily supervises the

More information

FLSA Changes. Overtime Regulations and How They Affect You

FLSA Changes. Overtime Regulations and How They Affect You FLSA Changes Overtime Regulations and How They Affect You Fair Labor Standards Act (FLSA) Establishes minimum wage & overtime standards Distinguishes between exempt and nonexempt (overtime eligible) employees

More information

FLSA Overtime Rule. Implications and Strategies for Higher Education SPEAKERS. Jim Ratchford Partner, Higher Education Practice Leader

FLSA Overtime Rule. Implications and Strategies for Higher Education SPEAKERS. Jim Ratchford Partner, Higher Education Practice Leader FLSA Overtime Rule Implications and Strategies for Higher Education SPEAKERS Jim Ratchford Partner, Higher Education Practice Leader Garry Straker Health & Benefits, Compensation & Human Capital A Hard

More information

Fair Labor Standards Act (FLSA)

Fair Labor Standards Act (FLSA) Fair Labor Standards Act (FLSA) Overtime Law 2016 Mandated by Presidential Executive Order and DOL Law Change (Section 7) Guide for Implementation at Troy University PLEASE NOTE: The policies and forms

More information

Countdown to the New DOL Regulations. September 2016

Countdown to the New DOL Regulations. September 2016 Countdown to the New DOL Regulations September 2016 Presented By: Lee Schreter Atlanta, GA lschreter@littler.com (404) 760-3938 Tammy McCutchen Washington DC (202) 414-6857 tmccutchen@littler.com Ready

More information

Angelo State University Operating Policy and Procedure

Angelo State University Operating Policy and Procedure Angelo State University Operating Policy and Procedure OP 52.28: Hours of Work, Overtime, and Compensatory Time DATE: January 23, 2017 PURPOSE: REVIEW: The purpose of this Operating Policy/Procedure (OP)

More information

Wage and Hour Law Update. Brian M. O Neal McMahon Berger, P.C North Ballas Road St. Louis, MO (314)

Wage and Hour Law Update. Brian M. O Neal McMahon Berger, P.C North Ballas Road St. Louis, MO (314) Wage and Hour Law Update Brian M. O Neal McMahon Berger, P.C. 2730 North Ballas Road St. Louis, MO 63131 (314) 567-7350 oneal@mcmahonberger.com FLSA Collective Action Filings 8,304 FLSA collective actions

More information

New Rules for Overtime:

New Rules for Overtime: New Rules for Overtime: How Technology Has Changed On the Job Presented by Jodie-Beth Galos, Esq. Do you know where your employees are? FLSA Created when the U.S. was a manufacturing nation Today s work

More information

Fair Labor Standards UMW

Fair Labor Standards UMW Fair Labor Standards Act @ UMW 1 Session Objectives Describe the FLSA rule changes; Discuss how the FLSA rules apply at UMW; Describe the implementation; Answer your questions. 1 FLSA establishes Overtime

More information

EXCESS WORK HOURS/OVERTIME PROCEDURE

EXCESS WORK HOURS/OVERTIME PROCEDURE Approved: Effective: October 18, 2017 Review: February 22, 2017 Office: Human Resources Topic No.: 250-010-005-h Department of Transportation PURPOSE: EXCESS WORK HOURS/OVERTIME PROCEDURE This procedure

More information

The DOL s Final White-Collar Exemption Regulations

The DOL s Final White-Collar Exemption Regulations The DOL s Final White-Collar Exemption Regulations Presented for CEDIA Members October 13, 2016 Tami A. Earnhart ICE MILLER LLP tami.earnhart@ (317) 236-2235 Ice Miller LLP 2016. This presentation is not

More information

FLSA Changes for 2016

FLSA Changes for 2016 FLSA Changes for 2016 The Department of Labor (DOL) published final regulations on May 18, 2016. In Brief: The FLSA generally requires covered employers, including ISU, to pay their employees overtime

More information

UNDERSTANDING YOUR RIGHTS

UNDERSTANDING YOUR RIGHTS OVERTIME PAY IN FLORIDA UNDERSTANDING YOUR RIGHTS The Fair Labor Standards Act, or FLSA, for example, ensures that workers are paid a fair wage for the work they perform by requiring most employers to

More information

2011 WAGE AND HOUR OVERVIEW INDEX. I. OVERVIEW OF APPLICABLE LAWS...1 A. Fair L abor Standards Act...1 B. North Carolina Wage and Hour Act...

2011 WAGE AND HOUR OVERVIEW INDEX. I. OVERVIEW OF APPLICABLE LAWS...1 A. Fair L abor Standards Act...1 B. North Carolina Wage and Hour Act... 2011 WAGE AND HOUR OVERVIEW INDEX I. OVERVIEW OF APPLICABLE LAWS...1 A. Fair L abor Standards Act...1 B. North Carolina Wage and Hour Act...3 II. TERMS OF ART...4 A. Work week...4 B. Regular rate...4 C.

More information

Arizona Minimum Wage Act

Arizona Minimum Wage Act Arizona Minimum Wage Act Frequently Asked Questions and Answers Under A.R.S.23-364(A), which became effective January 1, 2007, the Industrial Commission of Arizona was given the authority to enforce and

More information

To earn HRCI & SHRM credit

To earn HRCI & SHRM credit Federal Exemption Guidelines for Salaried Employees Presented by Marie Davis, Esq. Landegger Baron Law Group, ALC Exclusively Representing Employers Employment Law, Advice, Litigation and Solutions www.landeggeresq.com

More information

Title 5: Administrative Personnel PART 550 PAY ADMINISTRATION (GENERAL) Subpart N Compensatory Time Off for Travel. Authority: 5 U.S.C. 5548(a).

Title 5: Administrative Personnel PART 550 PAY ADMINISTRATION (GENERAL) Subpart N Compensatory Time Off for Travel. Authority: 5 U.S.C. 5548(a). 5 C.F.R. PART 550, SUBPART N COMPENSATORY TIME OFF FOR TRAVEL e-cfr Data is current as of February 25, 2011 Title 5: Administrative Personnel PART 550 PAY ADMINISTRATION (GENERAL) Subpart N Compensatory

More information

2016 Fair Labor Standards Act (FLSA) Changes

2016 Fair Labor Standards Act (FLSA) Changes 2016 Fair Labor Standards Act (FLSA) Changes Toolkit for Managers and Supervisors 2016 Fair Labor Standards Act (FLSA) Changes Toolkit for Managers and Supervisors About This Toolkit More university staff

More information

Sam Houston State University A Member of The Texas State University System

Sam Houston State University A Member of The Texas State University System Finance & Operations Human Resources Policy ER-3 Work Schedules & Employee Compensation SUBJECT: PURPOSE: POLICY: Work Schedules & Employee Compensation To provide a standard policy for non-faculty employees

More information

The Basics of Wage and Hour Laws

The Basics of Wage and Hour Laws The Basics of Wage and Hour Laws Click Here to Enter ebook 1 Preface The Fair Labor Standards Act (FLSA) is a federal law that regulates minimum wage, overtime pay, child labor and recordkeeping. Employees

More information

FLSA Changes: Implementation Guide

FLSA Changes: Implementation Guide FLSA Changes: Implementation Guide This guide is the second of a two-part series we have developed to assist you in making changes in order to comply with the new exempt employee minimum salary rule, effective

More information

10/9/2015 WAGE & HOUR ISSUES: FLSA, COACHES AND CASTLE ROCK FLSA AND STATE LAW FAIR LABOR STANDARDS ACT & MINIMUM WAGE ACT

10/9/2015 WAGE & HOUR ISSUES: FLSA, COACHES AND CASTLE ROCK FLSA AND STATE LAW FAIR LABOR STANDARDS ACT & MINIMUM WAGE ACT WAGE & HOUR ISSUES: FLSA, COACHES AND CASTLE ROCK Tracy M. Miller School Law Employment & Labor Relations FLSA AND STATE LAW FAIR LABOR STANDARDS ACT & MINIMUM WAGE ACT FLSA federal Establishes minimum

More information

Policies of the University of North Texas Chapter 5. Human Resources Compensatory Leave and Overtime

Policies of the University of North Texas Chapter 5. Human Resources Compensatory Leave and Overtime Policies of the University of North Texas Chapter 5 05.062 Compensatory Leave and Overtime Human Resources Policy Statement. To insure that staff members are compensated for overtime worked in accordance

More information

EMPLOYMENT CLASSIFICATIONS, WORK WEEK, AND OVERTIME

EMPLOYMENT CLASSIFICATIONS, WORK WEEK, AND OVERTIME EMPLOYMENT CLASSIFICATIONS, WORK WEEK, AND OVERTIME The Lafayette Parish School Board complies with the Fair Labor Standards Act (FLSA) in all aspects as well as hours of work that are compatible with

More information

HERNANDO COUNTY Board of County Commissioners

HERNANDO COUNTY Board of County Commissioners HERNANDO COUNTY Board of County Commissioners Policy Title: Effective Date: February 11, 2014 Pay Plan and Employee Compensation Policy Revision Date(s): March 12, 2013 October 16, 2013 Latest Review:

More information

SUMMARY OF CALIFORNIA AND FEDERAL LAW

SUMMARY OF CALIFORNIA AND FEDERAL LAW SUMMARY OF AND FEDERAL LAW 110 West C Street, Suite 1300 San Diego, California 92101 (619) 682-4811 PROPERLY CLASSIFYING EMPLOYEES SALARY TEST SALARY TEST EXECUTIVE ADMINISTRATIVE PROFESSIONAL 1.salary

More information

Paying Salespeople: Commission, Overtime, and Minimum Wage Concerns. Bryan P. Cavanaugh. The Cavanaugh Law Firm October 12, 2017

Paying Salespeople: Commission, Overtime, and Minimum Wage Concerns. Bryan P. Cavanaugh. The Cavanaugh Law Firm October 12, 2017 + Paying Salespeople: Commission, Overtime, and Minimum Wage Concerns Bryan P. Cavanaugh The Cavanaugh Law Firm October 12, 2017 + Is the salesperson exempt? The Outside Sales Exemption What does outside

More information

Guide to the Fair Labor Standards Act

Guide to the Fair Labor Standards Act Guide to the Fair Labor Standards Act Prepared by the Human Resources Department For the Round Lake Area Schools Community Unit School District 116 2013-2014 EDITION This Guide is intended to provide administrators

More information

SECTION 4 COMPENSATION

SECTION 4 COMPENSATION SECTION 4 COMPENSATION 4.01 TIME SHEETS 4.02 PAYDAY 4.03 PAYROLL DEDUCTIONS Ohio Public Employees Retirement System (OPERS) Income Taxes Medicare Deductions Garnishment/Child Support Deductions Optional

More information

EMPLOYMENT CLASSIFICATIONS, WORK WEEK, AND OVERTIME

EMPLOYMENT CLASSIFICATIONS, WORK WEEK, AND OVERTIME EMPLOYMENT CLASSIFICATIONS, WORK WEEK, AND OVERTIME The Lafayette Parish School Board complies with the Fair Labor Standards Act (FLSA) in all aspects as well as hours of work that are compatible with

More information

DEPARTMENT OF LABOR S NEW OVERTIME RULES: WHAT CHARTER SCHOOLS NEED TO KNOW

DEPARTMENT OF LABOR S NEW OVERTIME RULES: WHAT CHARTER SCHOOLS NEED TO KNOW DEPARTMENT OF LABOR S NEW OVERTIME RULES: WHAT CHARTER SCHOOLS NEED TO KNOW Presented to: Thursday, September 29, 2016 Today s Presenters 2 Paul Holtzman, Esq. Partner Krokidas & Bluestein LLP Providing

More information

FLSA. Wage & Hour Provisions. Representing employers nationally in labor, employment, civil rights, employee benefits, and immigration matters

FLSA. Wage & Hour Provisions. Representing employers nationally in labor, employment, civil rights, employee benefits, and immigration matters FLSA Wage & Hour Provisions Representing employers nationally in labor, employment, civil rights, employee benefits, and immigration matters www.laborlawyers.com FLSA (WAGE & HOUR PROVISIONS) T A B L

More information

NEW WHITE COLLAR EXEMPTION REGULATIONS

NEW WHITE COLLAR EXEMPTION REGULATIONS NEW WHITE COLLAR EXEMPTION REGULATIONS What Does It Mean for Employers? Paul A. Wilhelm (313) 309-4269 pwilhelm@ WHY DO I CARE? The Fair Labor Standards Act ( FLSA or Act ) enacted in 1938 as part of the

More information

Paying Overtime Under the FLSA: Part 1. Presented on Wednesday, April 5, 2017

Paying Overtime Under the FLSA: Part 1. Presented on Wednesday, April 5, 2017 Paying Overtime Under the FLSA: Part 1 Presented on Wednesday, April 5, 2017 HOUSEKEEPING Credit Questions Topic Speaker HOUSEKEEPING Certificates delivered by email no later than 5/05/2017 Be watching

More information

FLSA: Understanding Exempt and Nonexempt Overtime Regulations. Presented by Don Feltham

FLSA: Understanding Exempt and Nonexempt Overtime Regulations. Presented by Don Feltham FLSA: Understanding Exempt and Nonexempt Overtime Regulations Presented by Don Feltham KEY ISSUES:» Changes effective December 1, 2016» FLSA overview» Exempt and nonexempt rules» Unique situations OVERVIEW

More information

November 2010 Presented by WSU Human Resources

November 2010 Presented by WSU Human Resources FLSA Supervisor Training November 2010 Presented by WSU Human Resources Why Are We Here? Several issues with Fair Labor Standards Act (FLSA) identified FLSA Review Team formed in January Chartered to review

More information

Part II: California Exempt Classification The Administrative Exemption

Part II: California Exempt Classification The Administrative Exemption Part II: California Exempt Classification The Administrative Exemption NUTS AND BOLTS OF CALIFORNIA S MOST MISUNDERSTOOD EXEMPT CLASS Revisiting Part I In Part I of this series, we introduced you to the

More information

Paying Overtime under the FLSA Part 1: The Rules and Regulations of Overtime under the FLSA Part 1

Paying Overtime under the FLSA Part 1: The Rules and Regulations of Overtime under the FLSA Part 1 Paying Overtime under the FLSA Part 1: The Rules and Regulations of Overtime under the FLSA Part 1 Presented on Wednesday, August 31, 2016 1 2 Housekeeping 3 Credit Questions Today s topic Speaker To earn

More information

DIFFERENCES BETWEEN AFSCME CONTRACT AND FLSA REGULATIONS - NON-EXEMPT EMPLOYEES

DIFFERENCES BETWEEN AFSCME CONTRACT AND FLSA REGULATIONS - NON-EXEMPT EMPLOYEES DIFFERENCES BETWEEN AFSCME CONTRACT AND REGULATIONS - NON-EXEMPT EMPLOYEES AFSCME GENERAL CONCEPTS Definition of Overtime Definition of Hours Worked For both full & part-time employees, hours worked over

More information

THE 2016 OVERTIME RULES: How to Comply

THE 2016 OVERTIME RULES: How to Comply How to Comply THE 2016 OVERTIME RULES: How to Comply Author Anniken Davenport, Esq. Editor Robert Lentz Managing Editor Pat DiDomenico Associate Publisher Adam Goldstein Publisher Phillip A. Ash 2016 Business

More information

THE NEW FEDERAL OVERTIME EXEMPTIONS 1 JUNE 17, 2004

THE NEW FEDERAL OVERTIME EXEMPTIONS 1 JUNE 17, 2004 THE NEW FEDERAL OVERTIME EXEMPTIONS 1 JUNE 17, 2004 On April 23, 2004, the U.S. Department of Labor (DoL) issued final revisions to the white-collar exemptions from overtime under the Fair Labor Standards

More information

Staff Employee Compensation Plan Administrative Procedures Guide

Staff Employee Compensation Plan Administrative Procedures Guide Staff Employee Compensation Plan Administrative Procedures Guide 2017-2018 2/18/16 kk Page 1 Table of Contents A. Organization Pay Plan... Error! Bookmark not defined. B. Job Classification...4 C. Exemption

More information

The Fair Labor Standards Act

The Fair Labor Standards Act The Fair Labor Standards Act HELPING DEALERS UNDERSTAND UPDATES TO THE WHITE COLLAR EXEMPTIONS AND ENSURE COMPLIANCE WITH OTHER RELEVANT FLSA EXEMPTIONS COMMONLY USED IN EQUIPMENT DEALERSHIPS. 1. Welcome/Overview

More information

PERSONNEL POLICY MANUAL

PERSONNEL POLICY MANUAL POLICY C-1 Page 1 of 2 SUBJECT: PAYMENT OF WAGES Notes: Replaces Policy 3.0, Payment of Wages, Policy 3.3, Pay Advance and Policy 6.8, Direct Deposit PURPOSE: To establish processes required for payment

More information

The Fair Labor Standards Act. A Public Sector Compliance Guide

The Fair Labor Standards Act. A Public Sector Compliance Guide The Fair Labor Standards Act A Public Sector Compliance Guide Section 1 OVERVIEW OF THE FAIR LABOR STANDARDS ACT A. INTRODUCTION AND SUMMARY OF REQUIREMENTS...1 1. Minimum Wage...1 2. Overtime Compensation...1

More information

Department of Labor Finalizes New Overtime Regulations

Department of Labor Finalizes New Overtime Regulations Department of Labor Finalizes New Overtime Regulations DOL Substantially Raises Salary Thresholds Used in Determining Overtime Exemptions but Does Not Change Regulations Defining Duties Required of Exempt

More information

Exemption and Overtime

Exemption and Overtime Exemption and Overtime There are federal and state overtime and minimum wage laws. Because California's laws are more generous, employers and workers should usually focus on California law. Workers performing

More information

Type of Pay Hours Rate Amount. Regular Pay 40 $8.00 per hour = $ $12.00 per hour. Gross Pay $368.00

Type of Pay Hours Rate Amount. Regular Pay 40 $8.00 per hour = $ $12.00 per hour. Gross Pay $368.00 Chapter 6 Understanding Pay and Benefits Gross Pay, Deductions, and Net Pay Gross pay is the amount you earn before any deductions are subtracted. Amounts subtracted from your gross pay are called. When

More information

CHICAGO MINIMUM WAGE AND PAID SICK LEAVE RULES SUPPORTING CHAPTER 1-24 OF THE MUNICIPAL CODE OF CHICAGO

CHICAGO MINIMUM WAGE AND PAID SICK LEAVE RULES SUPPORTING CHAPTER 1-24 OF THE MUNICIPAL CODE OF CHICAGO CHICAGO MINIMUM WAGE AND PAID SICK LEAVE RULES SUPPORTING CHAPTER 1-24 OF THE MUNICIPAL CODE OF CHICAGO ARTICLE 1 GENERAL RULES SECTION I. DEFINITIONS Terms used in these Rules that are defined in Chapter

More information

Montgomery I.S.D Payroll Procedures Manual

Montgomery I.S.D Payroll Procedures Manual Montgomery I.S.D. 2017-2018 Payroll Procedures Manual Table of Contents SECTION A GENERAL INFORMATION 01. INTRODUCTION... 2 02. LOCATION........ 2 03. PAYROLL CONTACT INFORMATION... 2 04. PAY DATES & PAYROLL

More information

2016 FLSA Changes TOOLKIT FOR EMPLOYEES UNIVERSITY OF LOUISVILLE HUMAN RESOURCES. *Document is subject to change Updated

2016 FLSA Changes TOOLKIT FOR EMPLOYEES UNIVERSITY OF LOUISVILLE HUMAN RESOURCES. *Document is subject to change Updated 2016 FLSA Changes TOOLKIT FOR EMPLOYEES UNIVERSITY OF LOUISVILLE HUMAN RESOURCES *Document is subject to change Updated 10.13.16 The Fair Labor Standards Act (FLSA) and Upcoming Changes in 2016 On May

More information

January 2008 edition (Rev F)

January 2008 edition (Rev F) GUIDE TO THE FAIR LABOR STANDARDS ACT, And PAY STATUS WHILE IN TRAVEL STATUS January 2008 edition (Rev F) PREFACE The purpose of this document is to assist PASS MIDO represented employees in understanding

More information

Pay, Benefits, and Working Conditions

Pay, Benefits, and Working Conditions Chapter 6 Pay, Benefits, and Working Conditions 6.1 Understanding Pay and Benefits 6.2 Work Schedules and Unions 2010 South-Western, Cengage Learning Lesson 6.1 Understanding Pay and Benefits GOALS Compute

More information

LINKS AND RESOURCES OVERTIME PAY. Provided by Sapoznik Insurance FLSA Overtime Pay

LINKS AND RESOURCES OVERTIME PAY. Provided by Sapoznik Insurance FLSA Overtime Pay Provided by Sapoznik Insurance FLSA Overtime Pay Under the FLSA, there is no limit on the number of hours employees may work in any workweek, but employees must receive one and one-half times their regular

More information

CTAS e-li. Published on e-li (http://ctas-eli.ctas.tennessee.edu) February 10, 2018 The Salary Basis Requirement

CTAS e-li. Published on e-li (http://ctas-eli.ctas.tennessee.edu) February 10, 2018 The Salary Basis Requirement Published on e-li (http://ctas-eli.ctas.tennessee.edu) February 10, 2018 Dear Reader: The following document was created from the CTAS electronic library known as e-li. This online library is maintained

More information

NSU FLSA Guidelines, Information and Tips for Supervisors

NSU FLSA Guidelines, Information and Tips for Supervisors NSU FLSA Guidelines, Information and Tips for Supervisors As a supervisor, you should have received copies of the notification letters that were sent to those employees transitioning from exempt to non-exempt

More information

August University of Cincinnati. Part 3

August University of Cincinnati. Part 3 August 2016 University of Cincinnati FLSA Training FLSA Training for Supervisors: for Supervisors: Part 1 Part 3 Questions during the webinar? To ask a question, select to send to the host. Type your question

More information

California Sales Professional Exemptions PART 4 OF 5: OVERVIEW OF CALIFORNIA EXEMPTION

California Sales Professional Exemptions PART 4 OF 5: OVERVIEW OF CALIFORNIA EXEMPTION California Sales Professional Exemptions PART 4 OF 5: OVERVIEW OF CALIFORNIA EXEMPTION Welcome Free Webinar Series Part 4 of our 5 Part Series Part 5 December 16 @ 10AM Presenter is Dr. Carlyle Rogers,

More information

INSTANT EXECUTIVE BRIEFING. FLSA Self-Audit: Exempt vs. Nonexempt. Compensation & Benefits SPECIALIST BLSA

INSTANT EXECUTIVE BRIEFING. FLSA Self-Audit: Exempt vs. Nonexempt. Compensation & Benefits SPECIALIST BLSA INSTANT EXECUTIVE BRIEFING FLSA Self-Audit: Exempt vs. Nonexempt HR SPECIALIST Compensation & Benefits BLSA Contents DOL stops issuing opinion letters...................... 2 Audit: Test your compliance...........................

More information

Flexible Work Schedule Procedure

Flexible Work Schedule Procedure Flexible Work Schedule Procedure Policy Statement It has been the practice of UNLV to allow the use of flexible work schedules where it is a viable management work option, and based on the individual circumstances

More information

Fair Labor Standards Act (FLSA) Overtime Revisions. Supervisor Training

Fair Labor Standards Act (FLSA) Overtime Revisions. Supervisor Training Fair Labor Standards Act (FLSA) Overtime Revisions Supervisor Training Questions to Answer What is the FLSA? What are the changes and why are they occurring? When are the changes effective? Who is affected

More information

2017 Employment Agreement for New Teachers in California. I. Terms of Employment. II. Workload and Schedule

2017 Employment Agreement for New Teachers in California. I. Terms of Employment. II. Workload and Schedule 2017 Employment Agreement for New Teachers in California I. Terms of Employment The Institute of Reading Development is an at-will employer, as described in the Employee Manual. We can terminate your employment

More information

Navigating Wage & Hour Regulations

Navigating Wage & Hour Regulations Navigating Wage & Hour Regulations TUESDAY, NOVEMBER 3, 2015 10:00 11:00 AM CST WEDNESDAY, NOVEMBER 4, 2015 1:30 2:30 PM CST OFFICE FOR HUMAN RESOURCES DIOCESE OF SPRINGFIELD IN ILLINOIS Information in

More information

Complying with the 2017 New York State Minimum Wage and Exempt Salary Thresholds

Complying with the 2017 New York State Minimum Wage and Exempt Salary Thresholds Employment Notes March 2017 Complying with the 2017 New York State Minimum Wage and Exempt Salary Thresholds As a result of the New York State Department of Labor s (NYSDOL) adoption of new rules and amended

More information

FACILITIES OPERATIONS STANDARD PRACTICE. On-Call and Emergency Callback Standard Operating Practice

FACILITIES OPERATIONS STANDARD PRACTICE. On-Call and Emergency Callback Standard Operating Practice I. PURPOSE To establish responsibilities and compensation for staff who serve in an on-call status and/or who receive an emergency callback. II. PROCEDURES A. Definitions: Actual Time Worked the time from

More information

DATE ISSUED: 11/5/ of 5 UPDATE 103 DEAB(LEGAL)-P

DATE ISSUED: 11/5/ of 5 UPDATE 103 DEAB(LEGAL)-P FAIR LABOR STANDARDS ACT MINIMUM WAGE AND OVERTIME BREAKS FOR NONEXEMPT EMPLOYEES COMPENSATORY TIME ACCRUAL PAYMENT FOR ACCRUED TIME USE Unless an exemption applies, a district shall pay each of its employees

More information

2017 Employment Agreement for New Enrollment Coordinators in California. I. Terms of Employment. II. Performance Standards

2017 Employment Agreement for New Enrollment Coordinators in California. I. Terms of Employment. II. Performance Standards 2017 Employment Agreement for New Enrollment Coordinators in California I. Terms of Employment The Institute of Reading Development is an at-will employer, as described in the Employee Manual. We can terminate

More information

NEW FEDERAL OVERTIME RULES. Jennifer G. Redmond, SheppardMullin Brian S. Fong, SheppardMullin

NEW FEDERAL OVERTIME RULES. Jennifer G. Redmond, SheppardMullin Brian S. Fong, SheppardMullin NEW FEDERAL OVERTIME RULES Jennifer G. Redmond, SheppardMullin Brian S. Fong, SheppardMullin October 25, 2016 WEBINAR INFORMATION To ensure good sound quality, all attendees will be muted during the webinar.

More information