Académique Documents
Professionnel Documents
Culture Documents
Agenda
Marquette Universitys compensation philosophy What is the Fair Labor Standards Act (FLSA)? Definition and differences between exempt or nonexempt How is exemption status determined by Human Resources Implications of noncompliance with the FLSA Administrative guidelines to create a brand new position and requesting job reevaluations
Compensation Program
FLSA?
FLSA Continued
Employees are entitled to be paid at least the Federal minimum wage ($7.25 p/hour) as well as 1 their regular rate of pay for all hours worked over 40 in a workweek, unless an exemption applies.
The most common FLSA minimum wage and overtime exemption applies to exempt employees who must perform executive, administrative, or professional duties.
Non-exempt employees are normally required to account for hours and fractional hours worked.
Exempt employees must meet three tests for each exemption: salary level, salary basis, and job duties.
Nonexempt Requirements
Time worked recordkeeping
Time and day of week when workweek begins Hours worked each day Total hours worked each workweek Basis on which wages are paid (i.e., per hour, piecework) Regular hourly pay rate Total daily or weekly straight-time earnings Total overtime earnings Additions to or deductions from wages Total wages paid each pay period Date of payment and pay period covered by payment
Exempt Requirements
Three Tests for Exemption Salary levelminimum of $455 per week or $23,660 annually. Salary basisregularly receives a predetermined amount of compensation each pay period. Job duties
Executive: primary duty is management. Administrative: performance of work directly related to general business operations and exercises discretion. Professional: learned (requires advanced knowledge), outside sales (making sales away from employers place), highly skilled computer employees, creative (performance of work in an artistic or creative field).
Exempt
Professors Business Operations Managers Lawyers
Inaccurate records
Position Procedures
Creating a brand new position
Must receive verbal approval from the Dean, Provost or VP. Requesting department sends a Job Evaluation Request form, completed Position Evaluation Questionnaire (PEQ), and a Job Description to Human Resources. Human Resources will assign the job classification (according to FLSA requirements), position code, and market salary range.
Questions.
Resources
Compensation Program Resources
http://www.marquette.edu/hr/CompensationProgramResources.shtml
UPP 4-01: Compliance with the FLSA http://www.marquette.edu/upp/hr.shtml UPP 4-10: Flextime http://www.marquette.edu/upp/hr.shtml US Department of Labor http://www.dol.gov/whd/flsa/index.htm
Contact Information
Mayra Cardenas HR Manager 414.288-7935 mayra.cardenas@marquette.edu Lynn Mellantine Assistant Director 414.288.3430 lynn.mellantine@marquette.edu