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Auburn University will re-designate several hundred jobs from exempt to nonexempt to comply with the Fair Labor Standards Act, or FLSA, on Sunday, Oct. 30.

In May, the United States Department of Labor announced its intention to increase the minimum salary level threshold required for job positions to retain their designation as exempt, from $23,660 per year to $47,476 per year. As a result of the change, more than 700 employees at Auburn University will be impacted as the FLSA designation for their positions will change from exempt to nonexempt. Impacted employees and their supervisors have been notified of the change.

As Human Resources has previously stated, this will result in several changes for impacted employees:

• They will receive overtime premium (either in the form of premium pay or in compensatory time off) of 1.5 times their hourly rate for all hours worked in excess of 40 hours in the designated workweek.

• To comply with Department of Labor guidelines, they will be required to keep a daily accurate recording of all hours worked. Most employees will do this through Kronos, the university’s timekeeping system.

• They will be paid biweekly rather than monthly.

For additional information on the FLSA change, visit the website or contact the following Human Resources team members:

• Rod Kelly, senior director, Talent Management, 844-1618, rodkelly@auburn.edu

• Patrick Johnston, Human Resources communications specialist, 844-1604, pvj0001@auburn.edu

It is important to remember that all employees, whether staff, faculty or student, are critical to the operations of the university. Regardless of a job’s FLSA designation, each employee is equally valued by Auburn University.