Important Information Regarding a Change in the Federal Fair Labor Standards Act (FLSA) Impacting Non-Faculty Academic Employees

  • In November 2016, some non-faculty academics became eligible for overtime pay and were transitioned to non-exempt hourly employees per the Department of Labor (DOL) ruling which increased the FLSA (Federal Labor Standards Act) salary threshold to $47,476/year. 
  • Since then, there has been an injunction preventing the new salary threshold from being implemented nation-wide. As of November 2017, the DOL, under the current federal administration, has made it clear that the new FLSA salary level will not be supported.
  • As a result, and consistent with federal law, current non-faculty academic appointees who earn more than $23,660/year will be reclassified to exempt status effective July 1, 2018. 
  • Effective immediately, new appointees in these titles will be classified as exempt.

Impacted appointees include the following:  

  • Junior Specialists: All full-time junior specialists will be classified as exempt because the salary rate for junior specialists is above the minimum salary threshold.  
  • Part-time Non-Faculty Academics: Non-faculty academics who are part-time may now also be above the minimum salary threshold, depending on the percentage of their appointment and salary rate. Non-faculty academics, including those on recall appointments, who earn less than $913/week ($47,476/year) but more than $455/week ($23,660/year) will be reclassified as exempt.

All impacted employees that convert from non-exempt to exempt FLSA classification will be converted from hourly/biweekly to monthly pay.

HR Shared Services will be notifying the affected employees, their supervisors, and their department administration in the next two weeks with specific information and available resources. 

For additional details, please refer to recent communications: