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FLSA Basics:Its Impact on You
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Objectives• Define new Department of Labor requirement
• Address benefits of the new overtime rule
• Clarify employee/supervisor responsibilities regarding time keeping
• Understand the importance of tracking time and requesting/reporting leave
• Identify resources available to enhance understanding of Department of Labor requirement
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Fair
F
Labor
L
Standards
S
Act
A
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FLSA Changes
NEW
$47,476
OLD
$23,660
Effe
ctiv
e D
ecem
be
r 1
, 20
16
Previo
us to
Decem
be
r 1, 2
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6
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(Video from k-state.edu/flsa)
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FLSA Classifications
Non-Exempt
Eligible for overtime after 40 hours WORKED within
the workweek
Exempt
Paid same salary amount whether worked 40 hours
or more within the workweek
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How does the new rule
benefit me?
Choose your Work/Life Balance
Time over 40 hours worked = additional compensation
Department of Labor’s commitment to employees
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FLSA Determination
Human Capital Services – Compensation
and Organization Effectiveness makes the
FLSA determination based on Department of
Labor (DOL) regulations.
Additional information on DOL regulations can
be found on the Human Capital Services
website.
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What are
employee and
supervisor
responsibilities?
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Employee Responsibilities
Record Time
• Beginning with November 20, 2016 pay period record time worked
• Follow department timekeeping process
Request & Record Leave
• Obtain prior approval for time off and schedule adjustments
• Record leave following department process
Adhere to Timelines
• Each workweek runs from Sunday @ 12:01 a.m. through Saturday @ midnight
• Follow department timekeeping timelines
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Time and leave is recorded
in quarter hour increments.
Recording Time and Leave
Minutes Worked Hours Recorded
00-07 0.00
08-22 .25
23-37 .50
38-52 .75
53-67 1.00
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Report Actual Hours Worked
Example: Rearranged Schedule with Supervisor’s Permission
Sun Mon Tues Wed Thurs Fri Sat Total
0 8 8 10 8 6 0 40
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Compensatory Time vs. Overtime Pay
Compensatory Time
Eligible for comp time after 40 hours
WORKED within the workweek
Awarded at 1.5 times the hours worked
42 hours worked in week
2 hours x 1.5 = 3 hours comp time
Overtime Pay
Eligible for overtime pay after 40 hours
WORKED within the workweek
Awarded at 1.5 times the hourly rate
42 hours worked in week
2 hours (1.5 x hourly rate)
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Overtime Compensation Agreement for Non-Exempt Employees (PER-34)
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Overtime example
Workweek
Sun Mon Tues Wed Thurs Fri Sat Total
REG 8 8 10 8 6 40
CME/OTP
2 2
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Holiday example
Thanksgiving Holiday
Sun Mon Tues Wed Thurs Fri Sat Total
REG 8 8 8 24
HDC 8 8 16
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Thanksgiving Holiday – Additional Hours Worked
Sun Mon Tues Wed Thurs Fri Sat Total
REG 8 8 9 25
HDC 8 8 16
Holiday Example
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Sick/Vacation Leave & Additional Hours Worked
Sun Mon Tues Wed Thurs Fri Sat Total
REG 8 8 9 25
SCK/VAC
8 7
8 1615
Example
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Leave
Leave Accrual based on paid
time
Obtain prior approval for
leave
Ask department
how to request leave
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Employee Records Daily
Supervisor Approves
Submit on payday or as directed
Timelines
Employee & Supervisor
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Common Earnings Codes
CME - Compensatory Time Earned (1.5)
CMT - Compensatory Time Taken
DDY - Discretionary Day
FNL - Funeral Leave
HDC - Holiday Credit
HCP - Holiday Compensatory Time Earned (1.5)
HDP - Holiday Pay (1.5)
JRY - Jury Duty
REG - Regular Earnings
OTP - Overtime Paid (1.5)
SCK - Sick Leave
VAC - Vacation Leave
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Where Can I Find Information?
Human Capital Services
http://www.k-state.edu/hcs/
Department of Labor
www.dol.gov/whd/flsa
Who can I contact for Questions?
HCS Department Liaison
Your Supervisor
HCS Compensation team at [email protected].
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Timeline:
U.S. Department of Labor is changing the Fair Labor
Standards Act (FLSA).
Compliance deadline December 1, 2016 … K-State
Effective Date November 20, 2016
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? ? Questions ? ?