Yes. Your annual salary will be converted to an hourly pay rate. You will be paid biweekly (every 2 weeks for a total of 26 pays in a year) instead of semimonthly (2 times a month for a total of 24 pays in a year). The important thing to remember is over a 12-month period, you will earn the same amount as you have been.
Contact the Human Resources Compensation team at compensation@kent.edu. For time reporting questions, contact Payroll at payroll@kent.edu.
Unfortunately, no. This is a federal requirement and there could be penalties for 做厙輦⑹ if we are not in compliance.
The impacted employees will be notified via email by late November/early December.
A workweek is any set of seven consecutive 24-hour periods during which an employee is expected to perform their duties. Under the FLSA, it is mandatory for an employer to establish the definition of their workweek. 做厙輦⑹ defines its workweek as starting on Sunday and ending on Saturday.
Under the new federal rules, if an employees annual salary is below the new minimum salary threshold of $58,656 annually, the employee will be considered non-exempt and, therefore, eligible for overtime and/or compensatory (comp) time.
Employees exempt from overtime and receiving an annual full-time salary under $58,656 will now be considered unclassified and non-exempt.
As a result:
The new salary threshold is effective January 1, 2025, but organizations can decide to implement it before this date.
In late April 2024, the Department of Labor (DOL) announced that more United States workers would become eligible for overtime. Specifically, the change will increase the salary threshold below which employees are eligible for overtime. Effective July 1, 2024, the salary threshold increased to the equivalent of an annual salary of $43,888 and will increase to $58,656 on Jan. 1, 2025.
Employees whose employers are governed by the FLSA are either "exempt" or "non-exempt from overtime. Non-exempt employees are eligible for overtime pay and other FLSA requirements, while exempt employees are not.
The Fair Labor Standards Act (FLSA) is a federal law administered by the Department of Labor (DOL). Among other things, the FLSA establishes minimum wage and overtime pay affecting employees in the private sector and in federal, state and local governments.
