Important note about the FLSA Overtime Rule 

On Friday, December 2, 2016, Human Resources shared that Auburn University will reconvert the jobs of full-time and part-time employees who were impacted when the University implemented the FLSA Final Rule change.  We are making this change due to the November 22 decision by a federal court judge to grant a preliminary injunction against the Rule.  Based on the injunction along with political changes in Washington, it is not likely that the current rule will be implemented in its current form.  Therefore, we will reset and see what finally transpires.

Effective January 1, 2017, the jobs of impacted employees were reconverted from nonexempt to exempt.  Impacted employees were still required to report their hours in Kronos until December 31, 2016, as their jobs remained nonexempt until January 1, 2017. Impacted employees were also eligible for overtime premium until December 31, 2016.  (Note: The jobs of Graduate Assistants which were re-designated on October 30, 2016, will remain nonexempt.)

PAY SCHEDULE

Several employees have asked us how the re-conversion of their jobs will impact their pay, as on January 1 they transitioned from being paid biweekly to being paid monthly.

On December 30, impacted employees were compensated for three weeks of work – the two weeks for bi-weekly pay period 26 (December 11-24), and then also for the week of December 25-31.  The pay schedule* for impacted employees is listed below:

PAY DATE

FOR PAY PERIOD

MONTHLY OR BIWEEKLY

December 16

November 27 to December 10

Biweekly

** December 30

December 11 to December 24

Biweekly

** December 30

December 25 to December 31

Biweekly

January 31

January 1 to January 31

Monthly

February 28

February 1 to February 28

Monthly

* This new schedule only applies to impacted employees.

** Impacted employees were paid for three weeks of pay on this date. 

COMPENSATORY TIME

Some impacted employees earned compensatory time during the short period of time in which their job was designated as nonexempt.  For these employees, they were paid for their compensatory time either on December 30 or January 13, depending on when the compensatory time was accrued.

HIRES BEFORE JANUARY 1, 2017

Please note that any job vacancy that was filled before January 1, 2017, was reverted to its previous FLSA designation status (the job’s status before the Final Rule was announced.)   Employees in jobs that were re-designated as exempt will become eligible for parking and leave accrual benefits as appropriate on that day if they were not already eligible.  

HR CONTACTS

Please contact the following Human Resources team members if you have additional questions:





Last updated: 01/26/2017