New Changes to the FLSA Exemption Rules
The U.S. Department of Labor announced in 2016 changes to the FLSA overtime exemption rules. The minimum salary threshold required for an employee to be considered as exempt for overtime payment has changed. The salary threshold is $47,476.
Documents
Frenqently Asked Questions
FLSA Employees 13
What is the FLSA?
What is the salary test change, and where can I find additional information about the FLSA?
When will this change go into effect?
When will employees be notified that their FLSA exemption and/or title has changed?
How do you calculate overtime pay?
Will the paygrade change if the title is changed to non-exempt?
Will the hiring range change due to the new FLSA guidelines?
My FLSA exemption changed because my salary was below the new minimum FLSA salary threshold of $47,476. Does this mean that my FLSA exemption will change back to exempt once my salary reaches $47,476?
How do I calculate my hourly rate?
Can I still answer work e-mails at home at night? Weekends?
Can I work additional hours without having it approved by my immediate supervisor?
Can you work 50 hours one week and 30 hours the next week and not be paid overtime?
What are the job titles affected by the new FLSA guidelines?
FLSA Manager 15
Does this mean I have to change the duties of the employee because I cannot pay them the new salary threshold?
We currently have employees designated as salary exempt that are performing exempt duties. The only change is the salary requirement. Do those employees automatically become non-exempt because they will not meet the ‘Salary level?’
Do I need to update the PRF for those positions with salaries below $47,476?
What if the employee doesn’t work 12 months a year, they only work 10…is it then by weekly salary or by total salary?
What are the consequences if the new FLSA exemption law is violated?
Who decides if a position is performing duties that are exempt level duties according to the USDOL FLSA regulations?
Can supervisors provide cell phones to their non-exempt employees?
Can you work 50 hours one week and 30 hours the next week and not be paid overtime?
When can/should a supervisor use comp time instead of paying for overtime?
How are graduate and undergraduate students affected?
If I have a position that is exempt and paid below the new salary threshold, what are my options as a Manager?
What is the salary requirement for part-time salary workers?
Can housing allowances be applied to the base salary to meet the new FLSA salary threshold?
Does a ‘Secretary’ who makes $48,000 fit into an exempt category?
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