UPDATE: As was shared on November 23rd, a federal judge has issued an emergency injunction blocking implementation of the Fair Labor Standards Act overtime rule that was to go into effect on December 1, 2016.
In anticipation of the December 1 implementation, the University of Pittsburgh had already executed the necessary salary changes for certain positions and communicated these changes to the affected employees. The University will continue to honor these commitments and will make the prescribed salary changes effective December 1. However, all other aspects of implementing the new overtime rule, including transitioning certain positions from exempt to non-exempt status prior to November 27, 2016, will remain unchanged pending the resolution of the injunction.
If you have any questions, please contact the HR Compensation team at email@example.com or your department administrator.
The Fair Labor Standards Act (FLSA) is a Federal Labor Law that establishes minimum wage, overtime pay, equal pay, record keeping, and child labor standards for employees. The law establishes the tests for determining whether an employee is subject to or exempt from minimum wage and overtime pay requirements.
The exemption status of a University staff position is determined by the University’s Compensation Department within the Office of Human Resources and is done so in accordance with criteria established by the FLSA. Staff employees’ exemption statuses are listed in the official hire letter from the Office of Human Resources and can be found on the individual’s Employee Record.
Fair Labor Standards Act (FLSA) Frequently Asked Questions
GENERAL FLSA INFORMATION
What is the Fair Labor Standards Act?
The FLSA is a federal law that establishes minimum wage, overtime pay, recordkeeping, and youth employment standards for employees.
Does the University of Pittsburgh have to comply with the FLSA?
Who is covered under the FLSA?
Minimum wage and overtime requirements of the FLSA apply to most employees in the United States. However, there are exemptions from the FLSA's requirements that are applicable to many employees working in higher education.
What does “exempt” mean?
This means an employee is "exempt" from the FLSA's minimum wage and overtime requirements. "Exempt" employees in higher education include: 1. Bona fide teachers, such as most faculty members; 2. Licensed doctors (including dentists) who are actually engaged in the practice of medicine; and 3. Individuals who perform certain "exempt" duties and are paid on a salary basis in an amount above the FLSA's minimum salary threshold.
What does “non-exempt” mean?
This means an employee is not exempt from the FLSA's minimum wage and overtime requirements. In other words, a "non-exempt" employee is eligible for overtime.
What is the FLSA overtime requirement?
Non-exempt employees are entitled to overtime pay for all time actually worked over 40 hours in a work week at a rate of one and one-half time their regular rate of pay.
What is the federal minimum wage?
$7.25 per hour.
Do non-exempt employees need to record their time actually worked?
Yes. To ensure accurate records and payment of all wages due as required by the FLSA, the University requires non-exempt employees to record work time. Information on how to accurately record work time is available through the PRISM TRKS website.
Where may I find more information about the FLSA?
The University electronically posts required workplace notices, including "Employee Rights Under the Fair Labor Standards Act." The University's Office of Human Resources also has additional guidance on the FLSA, including information on how to accurately record work time.
What should I do if I have further questions or need additional information about the FLSA at the University of Pittsburgh?
If you require additional information on FLSA, contact the HR Compensation team at firstname.lastname@example.org. For further clarity with any situation, please contact Employee Relations at 412-624-4645.
Is travel time considered compensable time?
If your position requires you to travel away from your regular work site, that time may be considered compensable. Review these guidelines for differences in types of travel and whether it is compensable. The Department of Labor provides additional guidelines on travel and hours worked.
PRISM TRKS Training Modules
- Create, update, and submit timecards: http://cfo.pitt.edu/prism/prismtrks/documents/Supervisor__Chapter__2.pdf
- Compensation & Overtime (Hourly & Salaried Non-exempt Staff): http://cfo.pitt.edu/prism/prismtrks/documents/Supervisor__Chapter__4.pdf
Special Time Recording:
Staff Time Keeping: http://www.hr.pitt.edu/managers/current-managers/time-keeping
Recording hours worked for non-exempt staff: http://www2.hr.pitt.edu/comp/pdf/recording_time_worked_non_exempt.pdf
Compensation & Classification
Pitt's benefits offerings are among the region's best, including a medical plan with no deductibles, tuition remission, life insurance, optional dental and vision coverage, a contributory retirement plan, and more.