Updating regulations issued under the fair labor standards act
The Department of Labor (DOL), through the Presidential Memorandum on Updating and Modernizing Overtime Regulations, is proposing changes to “modernize and streamline” the Fair Labor Standards Act overtime regulations.As you know, last year, changes were proposed to FLSA overtime regulations, which sought to increase the salary threshold from ,660 per year to ,476 per year and called for automatic adjustments to the salary level every three years.USG Human Resources adheres to DOL regulations and guidelines in evaluating the exempt or non-exempt designation of all staff and faculty positions.Additional details regarding the FLSA designations are provided below.We will continue to provide updates via this website pending a final decision from the Federal Wage and Hour Division of the Department of Labor along with any actions necessary for compliance.Marion Ross Fedrick, SPHR Vice Chancellor for Human Resources University System of Georgia Per last week's notification, a U. District Court judge issued a preliminary injunction postponing the effective date of the U. Department of Labor's Fair Labor Standards Act overtime rule.
The supervisor may also adjust the schedule within the same work week to manage overtime.
The change of position from exempt to non-exempt is necessary to comply with the U. Department of Labor (DOL) regulations and provides employees with wage and hour protection afforded by the legislation.
A change from exempt to non-exempt status will have no impact on pay grade, benefit elections, or your base hourly rate.
The University System of Georgia (USG) continues to track the progress of potential FLSA regulations changes and the potential impact to USG Institutions and employees.
Based on an analysis of the most recent updates, no additional action is required of USG Institutions at this time.