Fair Labor Standards Act (FLSA)

 

What Does It Mean?

Employment Classifications

All jobs are categorized by an employment classification determined by the FLSA. Georgia Tech Human Resources works within FLSA guidelines in evaluating the employment classifications of all staff and faculty positions. This takes place during the creation, back-filling, or re-classification of positions.

These classifications are based on several factors such as the actual job duties outlined in the job description, as well as the salary, among other things.

Exempt Employee 

  • Not Eligible for overtime 
  • Must record exceptions to work (Sick, Vacation, Jury Duty, Bereavement, etc.)  

Non-Exempt Employee 

  • Eligible for overtime 
  • Must record all hours worked in addition to absences
  • Non-exempt employees must be paid for all hours worked. Hours worked include all the time during which an employee is required to be on the employer’s premises, on duty, or at a prescribed workplace.  

This change in no way reflects adversely on the value of employees’ work or the importance of their contributions to Georgia Tech. The change of position from exempt to non-exempt is necessary to comply with the Department of Labor regulations and provides employees with wage and hour protection afforded by the legislation. A change from exempt to non-exempt status will have no impact on pay grade, benefit elections, or your base hourly rate.

Changing from Exempt to Non-Exempt

The most significant change associated with moving from exempt to non-exempt status is the change from being paid Monthly to Bi-Weekly (every two weeks).

  • All hours worked on a daily basis will be captured via a time-keeping system – this means you will record time in and out each workday
  • Compensation will be paid on a bi-weekly basis instead of a monthly basis
    • All hours worked will be compensated, and overtime compensation will be paid as outlined in payroll policy 10.2 Regulations and Guidelines. Bi-Weekly - 26 Pay Periods a year