Timeline for changes to exempt, non-exempt positions announced

Tuesday, August 9, 2016

The University System of New Hampshire plan to implement changes required by the Fair Labor Standards Act (FLSA) is moving forward.

The U.S. Department of Labor previously announced changes to the FLSA that reinforced the importance of employers reviewing essential duties and functions of roles and increased the minimum salary amount to be paid to qualify for exempt status.

In a communication sent to PAT employees, Martie Gleason, director of compensation and benefits, explains Department of Labor FLSA enforcement on the classification of positions prompted a USNH review to ensure “job functions and essential duties are in compliance with how we pay our employees — either on an hourly (non-exempt) or salary (exempt) basis. Predominantly, the positions that have been focused on are those in salary range 18 and below.”

A team of human resources professionals from each USNH institution has completed the review of 194 exempt classifications and will be meeting with managers and supervisors beginning this month to discuss the outcome and any potential impact for those roles.

The new minimum salary of $47,476 per year for exempt positions will go into effect on December 1.

Written notification to employees who will be realigned to hourly/non-exempt classifications is scheduled for August 30, with those changes to be reviewed with employees in the months that follow. 

FAQs and information on the FLSA are available at www.usnh.edu/hr. Questions may also be directed to HR partners

“We will continue to communicate with employees, managers and especially those directly affected by these changes,” Gleason notes.