FLSA Basics:Its Impact on You

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

Fair

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FLSA Changes

NEW

$47,476

OLD

$23,660

Effe

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Previo

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Decem

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6

(Video from k-state.edu/flsa)

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

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

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.

What are

employee and

supervisor

responsibilities?

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

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

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

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)

Overtime Compensation Agreement for Non-Exempt Employees (PER-34)

Overtime example

Workweek

Sun Mon Tues Wed Thurs Fri Sat Total

REG 8 8 10 8 6 40

CME/OTP

2 2

Holiday example

Thanksgiving Holiday

Sun Mon Tues Wed Thurs Fri Sat Total

REG 8 8 8 24

HDC 8 8 16

Thanksgiving Holiday – Additional Hours Worked

Sun Mon Tues Wed Thurs Fri Sat Total

REG 8 8 9 25

HDC 8 8 16

Holiday Example

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

Leave

Leave Accrual based on paid

time

Obtain prior approval for

leave

Ask department

how to request leave

Employee Records Daily

Supervisor Approves

Submit on payday or as directed

Timelines

Employee & Supervisor

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

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 HRComp@k-state.edu.

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

? ? Questions ? ?