Frequently Asked Questions for Employees

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FLSA stands for Fair Labor Standards Act; it is enforced by the US Department of Labor. It is a federal law that determines eligibility for overtime pay.  Major changes to these rules and regulations were last implemented by the Department of Labor in 2004.    If you perform duties that do not meet one of the exemption tests developed, the position will be classified as ‘non-exempt” and you are eligible for overtime pay.

There is a two part test: the salary test and then the duties test.

General information, including an explanation of the salary test change, can be found on the US Department of Labor website. Click here.
The federal effective date of this change is December 1, 2016.
Employees and their supervisors will be notified in late August or early September.
Overtime pay is calculated at one and a half times your regular rate of pay. Overtime pay is applicable for hours worked in excess of 40 hours in a given workweek.

  • The workweek begins 12:00 AM Saturday and ends at 11:59 PM Friday.
  • Contact your Human Resources Advisory Committee (HRAC) representative for further assistance.
Yes. If the position is labeled as an exempt position, the new minimum hiring salary will be $47,476 regardless if the job title is assigned to a paygrade with a lower minimum salary.
Yes, in ADP. You must record and approve your timecard bi-weekly. For e-time training manual and videos:
Take your yearly salary and divide it by 2080. For example:

  • $45,000/2080 = 21.634615384
  • The hourly rate will be $21.63
You must have prior approval from your supervisor. Any time worked must be paid for; this includes reviewing/responding to work e-mails or working weekends if you are not scheduled to do so.
You must have immediate supervisor’s approval prior to working any additional hours.
Overtime is based on hours worked over 40 hours a week. Each workweek stands alone; averaging hours worked over two or more workweeks is not permitted by the FLSA.