Will the medical benefits change for employees who will become eligible for overtime?
Medical benefits for these employees will not be affected as a result of the FLSA change. Benefit contributions will be the same as before.
How will vacation and sick time accrual change for employees who will become eligible for overtime?
The FLSA change will not affect healthcare benefits for these employees. However, affected employees will only receive one paycheck in January. Benefit premiums are deducted twice a month. We are addressing this issue and will provide additional information on how missed deductions will be handled soon.
For more information regarding vacation accrual, click here.
Does professional training differ for nonexempt employees based on whether it is voluntary or involuntary?
If an employee is required to attend training related to their job, the training is considered involuntary, and the employee must be paid for the time.
According to the Department of Labor, training is not work time if all four of the following criteria are met:
- Training is outside of working hours, and
- Training is voluntary, and
- Training is not directly related to the job, and
- The employee has no productive work during attendance.
If all four criteria are met, the training would be voluntary, and the employee would not be paid.
Can non-exempt employees still attend professional conferences?
Yes, however, you need to be aware of how the regulations define compensable time (those hours that must be counted towards 40 hours in the workweek). For more information regarding travel click here (PDF).
The employees in my unit are used to having flexibility in their work hours. Can this continue if some or all of them become non-exempt?
Yes. Flex scheduling is allowed within the same work week. As an example, let鈥檚 say a typical schedule is 8 hours a day during the day, and the department needs an employee to work a special event for 4 hours during the evening. The schedule may be changed to give the employee 4 hours of time off at another time during the same work week.
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Can I require non-exempt staff members to change from working daytime hours to evening hours as long as they don鈥檛 work more than 40 hours per week?
Yes, you can adjust the work hours of an employee to meet the needs of the department. When possible, advance notice (a minimum of two weeks), of such changes should be given to the employee. You can rearrange hours within the same week, but the regulations do not allow you to move hours from one week to the next. The determination of 40 hours 鈥渨orked鈥 must also include vacation and sick time, per administrative policy 6-07.9.
Can I require nonexempt employees to change their work schedule to avoid working overtime?
You have the right to alter employees鈥 work schedules to avoid working overtime and to meet the needs of the department. Keep in mind that being proactive and providing advance notice (a minimum of two weeks) of such changes should be given to employees when possible.
How do my employees request to be paid for their comp time?
Employees can cash out comp time by emailing Payroll@kent.edu with the following information:
- The amount of hours they wish to cash out
- Which payroll they want it to be paid
- Their 天天吃瓜 State Banner ID
Is there a limit to how much comp time my employees can accrue?
Yes. For each hour over 40 hours in a work, employees 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). Once the maximum of comp time has been accrued, any additional overtime will automatically be paid to employees per administrative policy 6-07.9. Employees aren鈥檛 able to earn any more comp time until they use or cash out some of the hours.