The Fair Labor Standards Act (FLSA) establishes Federal minimum wage, overtime protection and exemptions, and recordkeeping standards affecting full-time and part-time workers. On July 6, 2015, the Department of Labor (DOL) issued proposed rules changing certain aspects of the “white collar” overtime exemptions under the FLSA.
As you may have heard, on Tuesday November 22nd, Judge Amos Mazzant of the U.S. District Court for the Eastern District of Texas issued a preliminary injunction placing a nationwide hold on the U.S. Department of Labor’s (DOL’s) overtime rule change. The injunction maintains the existing Fair Labor Standards Act (FLSA) exempt salary threshold* at $455 per week ($23,660 12-month annual) – for now.
*The DOL rule scheduled to go into effect on December 1, 2016 would have been raised the FLSA exempt salary threshold to $913 per week ($47,476 12-month annual).
In order to review and designate positions as overtime exempt based on executive, professional or administrative duties, HR requires a review and the update of all non-instructional unclassified position descriptions be completed in PeopleAdmin. Information on how to view your position description in PeopleAdmin is linked below.
- Overtime Final Rule and Higher Education
- FLSA & Overtime FAQs
- Memo from Kevin Reynolds
- DOL Notice of Proposed Rule - Overtime
- BOLI Wage and Hour Division
- Training Schedule
- PeopleAdmin: How to view and update a position description
- FLSA Exemption Test Worksheet
- Overtime Rule Changes: Manager Training
- Overtime Rule Changes: Employee Training
Contact HR at firstname.lastname@example.org or by phone at 503-725-4926