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Certain University employees, currently in exempt job codes and earning a salary less than $844 per week ($43,888 per year) across all their exempt records, will be impacted by this new threshold and may become newly eligible for overtime pay. In 2019, a new employee classification was created, Exempt Paid Hourly, to ensure that the University of Utah complies with Federal regulations.
Exempt Paid Hourly are employees in job codes exempt from FLSA overtime (identified on the job code table) that earn less than $844 per week ($43,888 per year) regardless of FTE. These employees will be paid hourly but will continue to accrue vacation as Exempt Staff. Starting on July 1, 2024, these employees must track their time in Kronos.
NOTE: Impacted employees and their supervisors will receive an email from HR with more details on June 24, 2024.
NEW HRIL REPORT: If you have access to the HR Information Library, you can run a report in the FLSA folder that will identify impacted employees.
If you have any questions about the University's solutions to this new threshold, you can reach out to HR. To find your HR contact, click here.
UHRM determines the exemption status of each position on campus. All job codes are determined to be Exempt or Non-Exempt based on the responsibilities of their position. The job code table will indicate whether a position is Exempt or Non-Exempt.
If your employee is in a job code exempt from FLSA overtime rule and earns at least $844 per week ($43,888 per year), they will be Exempt Salaried and are not entitled to overtime under FLSA. Otherwise, their position will be Exempt Paid Hourly.
NEW HRIL REPORT: If you have access to the HR Information Library, you can run a report in the FLSA folder that will identify impacted employees.
All impacted employees and their supervisors will receive an email from HR with additional details on June 24, 2024.
Please check your department for employees who are in exempt job codes and are paid below $844 per week ($43,888 per year).
NEW HRIL REPORT: If you have access to the HR Information Library, you can run a report in the FLSA folder that will identify impacted employees.
Yes, they will log into Kronos just like Non-Exempt hourly employees and will be required to clock hours. Exempt Paid Hourly employees will be eligible for overtime which is paid at 1.5 times the hourly rate for all hours worked over 40 hours per workweek.
There are two ways to clock time, either by using a punch clock (if your department has one) or logging into Kronos through CIS. On June 24, 2024, impacted employees and their supervisors will receive a link to the training on how to track hours.
Employees who work multiple positions exempt from FLSA on campus will remain salaried as long as the total compensation of all exempt records is greater than or equal to $844 per week ($43,888 per year), regardless of FTE.
Yes, the new salary threshold does not apply to some position types on campus, including:
These positions will remain salaried even if they are below $844 per week ($43,888 per year).
When completing a hire ePAF or a job edit ePAF, the compensation rate will convert to hourly if:
NEW HRIL REPORT: If you have access to the HR Information Library, you can run a report in the FLSA folder that will identify impacted employees.