两性色午夜

FLSA Changes 2025: FAQs

Pay changes per the Fair Labor Standards Act (FLSA)

In April, the U.S. Department of Labor (DOL) issued a final rule to alter the overtime pay regulations under the Fair Labor Standards Act (FLSA). The rule increased the minimum salary threshold to $43,888 on July 1, 2024, and then to $58,656 on January 1, 2025. The rule also implements automatic updates to the threshold that will occur every three years.

In compliance with the final rule, 两性色午夜 University will implement updates to assignments for employees earning less than $58,656 and who are currently exempt from overtime. 两性色午夜 will use an effective date of January 1, 2025, to be in compliance.

Click here to learn more about timeline and overall impact on affected employees.

Please see FAQs for impacted employees below.

See Manager and Supervisor FAQs here

General

What is the Fair Labor Standards Act (FLSA)?

The Fair Labor Standards Act (FLSA) is a federal law administered by the Department of Labor (DOL). Among other things, the FLSA establishes minimum wage and overtime pay affecting employees in the private sector and in federal, state and local governments.

What is the difference between an exempt and a non-exempt employee?

Employees whose employers are governed by the FLSA are either "exempt" or "non-exempt鈥 from overtime. Non-exempt employees are eligible for overtime pay and other FLSA requirements, while exempt employees are not.

Changes

What are the changes?

In late April 2024, the Department of Labor (DOL) announced that more United States workers would become eligible for overtime. Specifically, the change will increase the salary threshold below which employees are eligible for overtime. Effective July 1, 2024, the salary threshold increased to the equivalent of an annual salary of $43,888 and will increase to $58,656 on Jan. 1, 2025.

When will the changes take effect?

The new salary threshold is effective January 1, 2025, but organizations can decide to implement it before this date.

What does this mean for 两性色午夜 University employees?

Under the new federal rules, if an employee鈥檚 annual salary is below the new minimum salary threshold of $58,656 annually, the employee will be considered non-exempt and, therefore, eligible for overtime and/or compensatory (comp) time.

Employees exempt from overtime and receiving an annual full-time salary under $58,656 will now be considered unclassified and non-exempt.

As a result:

  • These employees will become eligible for 1.5 times the hourly rate for all hours worked in excess of 40 hours in a workweek. Sick, vacation and personal time, holiday, and compensatory (comp time) count as hours worked.
  • Non-exempt employees will track their hours in the university鈥檚 timekeeping system.
  • Their payroll schedule will switch from semi-monthly (twice a month) to bi-weekly (every two weeks), effective January 1, 2025.
What does a workweek mean?

A workweek is any set of seven consecutive 24-hour periods during which an employee is expected to perform their duties. Under the FLSA, it is mandatory for an employer to establish the definition of their workweek. 两性色午夜 University defines its workweek as starting on Sunday and ending on Saturday.

How do I know if this federal change will impact my job?

The impacted employees will be notified via email by late November/early December.

Can I choose to stay exempt from overtime?

Unfortunately, no. This is a federal requirement and there could be penalties for 两性色午夜 University if we are not in compliance.

Where can I go for more information?

Contact the Human Resources Compensation team at compensation@kent.edu. For time reporting questions, contact Payroll at payroll@kent.edu.

Pay

If I am impacted by this change, will this change how I get paid?

Yes. Your annual salary will be converted to an hourly pay rate. You will be paid biweekly (every 2 weeks for a total of 26 pays in a year) instead of semimonthly (2 times a month for a total of 24 pays in a year). The important thing to remember is over a 12-month period, you will earn the same amount as you have been.

How is my hourly rate calculated based on my current annual salary?聽

Once the FLSA changes take effect, your annual salary will be divided by 2080 hours (80 hours per pay x 26 pays) to determine your hourly rate.  Note that your current salaried appointment is based on 86.67 hours per pay x 24 pays.

When will this change happen to my pay?

The following changes will occur:

  • You will be paid your last semi-monthly paycheck on December 31, 2024, for days worked, December 16, 2024, through December 31, 2024. You will begin recording your daily hours worked in TimeClock Plus starting January 1, 2025.
  • You will receive your first bi-weekly paycheck on January 24, 2025, for days worked from January 1, 2025, through January 11, 2025. Please note that this paycheck will only be for 8 days of pay.
What is 两性色午夜 doing to help me adjust to this pay change?

两性色午夜 is providing several options to affected employees. These voluntary options will occur on your last semi-monthly paycheck on December 31, 2024:

  • Paid for 40 hours of vacation (from your vacation leave bank of hours) and 40 hours of advanced pay.
  • Paid for 80 hours of advanced pay.
  • Paid for 40 hours of vacation (from your vacation leave bank of hours) only.
  • Paid for 40 hours of advanced pay only.
  • Or you may choose not to do any of these options.
How do I make this request for a payout of my accrued vacation or advanced pay?

The emailed notification you receive in December will provide you with information regarding how to make your election. Keep in mind this is voluntary and you may choose neither option.

What is the deadline for me to make a decision about a payout of my accrued vacation leave and/or advanced pay?

Your request must be received by 5 p.m. on December 13, 2024.

If I decide to choose an option to receive additional pay on my December 31, 2024 paycheck, how will the amount be taxed?

The tax is specific to the type of payment you will receive.

Accrued Vacation Payouts will be taxed at the supplemental rate for each tax type:

  • Federal is 22%
  • Medicare is 1.45%
  • Ohio is 3.5%
  • Local varies by municipality

Advanced Pay will be taxed at the same rate as regular paychecks for the same tax type.

Overtime

Can I work overtime whenever I choose?

No. According to administrative policy 6-07.9, all overtime must be authorized by the properly designated administrative authority (e.g. a supervisor or manager). While overtime worked without supervisor approval must be paid, you should check with your supervisor to find out what the process is in your department for overtime approval.

Can I work 鈥渙ff the clock鈥 and just not claim any overtime?

No. When an employee works 鈥渙ff the clock,鈥 it means that they are working hours that are not recorded and are unpaid. These hours would also be excluded from any overtime calculation. It is against Ohio state and federal laws for an employee to work off the clock.

Can my supervisor require me to work overtime?

Yes. Under the Fair Labor Standards Act (FLSA), your supervisor can require you to work overtime.

Comp Time (Compensatory Time)

Can I take any earned overtime as compensatory (comp) time?

Yes. If you have been approved to work in addition to your typical 40-hour week, you can tell your supervisor that you would like to receive compensatory (comp) time instead of the overtime pay. Note that comp time is earned at 1 陆 hours for every hour worked.

If I accept comp time, when do I have to use it? For example, do I have to use it in the following week or can I use it anytime?

You can use comp time whenever you choose. However, you will need to obtain pre-approval from your supervisor in order to use it. Please see administrative policy 6-07.9 for more information regarding comp time.

Is there a limit to how much comp time I can accrue?

Yes. For each hour over 40 hours in a work, you will receive one and one-half hours of comp time. Comp time may be accrued up to a maximum of one hundred twenty hours (eighty hours of overtime actually worked).

If I reach the maximum of one hundred twenty hours of comp time, what happens when I work additional overtime?

Any additional overtime will automatically be paid per administrative policy 6-07.9.

Is comp time subject to the 鈥渦se it or lose it鈥 rule?

No. Your comp time will never expire. It will be paid out to you if you leave the university, retire or move to a position that is not eligible for overtime. It will be paid out to you at your current hourly pay rate.

If you go over the maximum of 120 hours, the amount over 120 will be paid out to you on your next paycheck and you can鈥檛 earn any more comp time until you use or cash some out.

You can cash out comp time by emailing Payroll@kent.edu with the following information:

  • The amount you wish to cash out
  • Which payroll to add it to
  • Your 两性色午夜 Banner ID

Flex Time

My supervisor has asked me to change my work schedule to avoid working overtime. Can I choose to work overtime instead?

No. Your supervisor has the right to alter your work schedule so that you do not work more than 40 hours in a workweek.

I鈥檓 used to having some flexibility with my work schedule. Will that continue if I am now eligible for overtime?

Yes. In coordination with your supervisor, flex scheduling is allowed within the same workweek. For example, let鈥檚 say a typical schedule is eight hours a day (during the day), and your department needs you to work a special event for four hours during the evening. The schedule may be changed, with the approval of your supervisor, to give you 4 hours off at another time during the same workweek.

Recording Hours

Do I have to punch a time clock (clock in and clock out) every day?

Yes. You will utilize the TimeClock Plus system to track your hours. Typically, you will use your computer/laptop to record your hours. There will be training for you about how to use the system and user guides. You can access the TimeClock Plus system through.

Will I have to clock in and out for lunch every day?

You will need to ask your supervisor if you will need to clock in and out for lunch every day. Your supervisor may have configured an automatic lunch deduction for you so that an hour or 30 minutes is automatically deducted.

How will I report overtime?

You will not do anything special to report overtime. Your work time will be recorded in TimeClock Plus so at the end of each day, you can see what your hours are for the workweek. Overtime will be calculated once you accrue more than 40 hours in the workweek. Keep in mind that sick, vacation, and personal leave also count towards your 40 hours in a workweek.

How will I report exception time (vacation, sick, and personal time)?

You will use TimeClock Plus to report leave time. Payroll will have training sessions, a recorded session for those unable to attend, and user guides to help you navigate the system.

Leave Time

How will vacation and sick time accrual change for employees who will become eligible for overtime?

Your annualized vacation and sick leave accrual amounts will remain the same. However, since you will be moving from being paid 24 times a year (semi-monthly) to being paid 26 times a year (bi-weekly), the amount you receive with each pay will be slightly different than what you have been receiving. The important thing to remember is over a 12-month period, you will receive the same amount as you have been.

For more information regarding vacation accrual, click here.

With my change to non-exempt status, will I have to take a payout of my leave time accruals (i.e., vacation and sick)?

No. Your leave accruals will not be paid out to you. They will remain in your leave banks and can be utilized as needed and with the approval of your supervisor as applicable.

Medical Insurance

Will medical benefits change for employees who will become eligible for overtime?

Your medical benefits will not change as a result of this change. You don鈥檛 need to take any actions related to your medical benefits.

How will my medical insurance and premiums/contributions be affected with the change from semi-monthly (2 times a month) to bi-weekly (every 2 weeks)?

There will be no change to your medical insurance. Your benefit contributions will still be the same amount as they were.

Since I am being paid only once in January and premiums are deducted twice a month, how will the missed deduction be addressed?

We are aware of this issue and are actively addressing it. We will provide additional information on how missed deductions will be handled.

Miscellaneous

If overtime-eligible employees are 鈥渙n-call鈥 outside of work hours, is this paid as overtime?

Simply being on call does not create an overtime situation. This is because you can use your time away from work. If you are required to work or come in and do work during this time, that time would be treated as hours worked.

Am I required to sign a new employment agreement with my change to a non-exempt assignment?

Yes. Your conditions of employment are changing since you are moving from being paid semi-monthly (2 times a month) to bi-weekly (every 2 weeks). Also, you will be paid based on an hourly pay rate. Your new employment agreement will be sent to you no later than the week of January 6, 2025.

Is this a demotion?

No, it is not. You play a key role at 两性色午夜 University. This is not a demotion and has nothing to do with your value to the University. We value your contributions and hard work. This change is due to the updated FLSA rules and has nothing to do with your performance or contributions. Your job title and job duties will not change.

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