FLSA Basics: Its Impact on You Objectives Define new Department of - - PowerPoint PPT Presentation

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

F

Labor

L

Standards

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Act

A

FLSA Changes

NEW $47,476 OLD $23,660

Effective December 1, 2016 Previous to December 1, 2016

(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

• r 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 8 8 10 8 6 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 16 15

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

• r 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 ? ?