A federal judge has placed a preliminary injunction on the proposed salary threshold changes under the FLSA guidelines effective immediately.
A great deal of good work went into preparing for these changes. Efforts to better understand the way in which time is spent by employees, and to understand the possible impacts of a hard 40 hour week have helped parts of the College streamline processes and plan activities so that work loads can be more level over time. We believe these efforts were well worthwhile and want to give major kudos for the good results achieved.
This focus on economizing the energies and time of our workforce should remain a part of our regular practices, even without these proposed changes as a catalyst to action.
If your FLSA status was changed (effective 11/20) from exempt to non-exempt (hourly), the following applies to you:
- Your FLSA status will revert to Exempt effective 11/20.
- There is no need to fill out the electronic time cards as previously advised. We will be working on changing the FLSA status of those impacted back to salaried in the payroll system.
- You will continue to be paid on your salary basis, and be an exempt employee.
- Time Card Approvers: please ignore any email reminders you might receive regarding time sheets for any of those newly non-exempt employees. Please do not approve any time sheets for those newly non-exempt employees. We will be working on updating Banner so that the emails stop.
- HR will monitor the court rulings during the appeal process, and keep you informed.
We very much appreciate all the time and effort you have put into these changes. Please be assured that we will continue to monitor the progress of these court cases and will keep you updated as developments occur at the federal level.
Please contact Mark Liebling, or Hollie DeWalt with any questions you might have.