FAQs for federal changes to wage rules: Sept. 1 update

Sept. 1 update
FAQs for employees moving from exempt to non-exempt
How did HR decide whose positions would be changed?

The U.S. Department of Labor first proposed the changes more than a year ago. At that time, HR began the effort to review potentially affected positions to ensure compliance with the new regulations. HR identified positions based on the new salary requirement and reviewed each of them with the dean or vice president over the department in which the position exists.

How was the implementation date chosen?

In late August 2016, the University System of Georgia determined the implementation date would be November 1, 2016, across all USG institutions.

What is the difference in how I will be paid?

You will switch from receiving your pay from once at the end of each month (12 paychecks per year) to once every two weeks (26 paychecks per year).

What will be my new take home pay?

In early October, the HR benefits group will be able to provide more specific examples of how pay and benefits will be spread throughout your bi-weekly paychecks.

How will I need to change my personal budgeting?

Your bank may be a resource for budgeting questions. We encourage you to identify any automatic drafts you have set up with banks or other businesses in case you need to adjust payment dates to fit a bi-weekly pay schedule. Please check with your bank or other businesses in advance of the change to ensure they have adequate time to make these adjustments prior to your new pay schedule. The Health Center Credit Union (HCCU) has also agreed to work with employees impacted by this change by providing low interest gap loans if needed, which can then be paid back through payroll deduction. For details, please contact HCCU.

Why do I need to begin logging my time worked in TimeNet?

The law requires that employees in non-exempt positions accurately log all time worked in order to ensure that if they work more than 40 hours per week, they will be compensated. Training will be provided, and your supervisor will work with you to ensure all time worked is properly recorded as required by the FLSA.

When will the changes go into effect?

For university employees changing to non-exempt, the change will be effective November 1. For medical center employees changing to non-exempt, the change will be effective October 30.

After I am non-exempt, what happens if I work overtime?

The law is very clear and very strict that non-exempt employees may not work more than 40 hours per week without overtime compensation, so it is imperative that you work extra hours only if you have been given prior explicit approval by your supervisor. This includes checking email or making phone calls after hours or while not in the office. More specific requirements will be provided in training. If you do work overtime, you will receive compensation.

Who can I contact if I have questions?

Please plan to attend a town hall meeting, which will be scheduled soon. There you will be provided with more detailed information and have the opportunity to ask questions. If you have additional questions, email FLSAQUESTIONS@augusta.edu.

FAQs for supervisors of employees affected by changes to the FLSA
What will change about my job now that I am supervising non-exempt employees?

The law is very clear and very strict that non-exempt employees may not work more than 40 hours per week without overtime compensation. As a supervisor, you are responsible to monitor non-exempt employee time worked and to make sure they understand they are not allowed to work more than 40 hours per week without prior approval from a supervisor. This includes checking email or making phone calls after hours or while not in the office. You will be responsible for monitoring and approving non-exempt employee time worked in the TimeNet time and attendance system. Training will be provided.

What happens if an employee works approved time over 40 hours?
  • University employees: The employee must be compensated either with compensatory time or overtime pay (both at 1.5 hours for each hour of overtime worked), and if overtime pay, your departmental budget will be expected to cover the additional cost.
  • Medical center employees: The employee must be compensated with overtime pay (1.5 hours for each hour of overtime worked), and your departmental budget will be expected to cover the additional cost.
Who can I contact if I have questions?

Please plan to attend a town hall meeting, which will be scheduled soon. There you will be provided with more detailed information and have the opportunity to ask questions. If you have additional questions, email FLSAQUESTIONS@augusta.edu.

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Eric Johnson
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Eric Johnson

Eric Johnson is publications editor at Augusta University. You can reach him at erijohnson@augusta.edu.

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Eric Johnson Written by Eric Johnson

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