Updating regulations issued under the fair labor standards act

This is an increase from the current ,660 or 5/week.

Salary threshold is one criterion for determining overtime eligibility.

The new FLSA regulations say that employees whose base annual salary is above this certain amount may be treated as Exempt from overtime. There are additional criteria, including the duties test that will ultimately decide if an employee is eligible for overtime or not. It sets a minimum hourly wage, a 40-hour workweek, overtime rules, timekeeping requirements and child labor standards.

Overtime payment is paid at one and one-half times the employee’s base hourly rate.

Employees must get supervisor approval before working overtime hours.

An eligible employee can elect to receive compensatory time at the rate of one and one-half hours for each hour worked, subject to supervisor approval. Exempt employees are not eligible for overtime pay or compensatory time even if they work more than 40 hours in a work week.

Rather, they are expected to work the hours that are necessary to accomplish the goals and deliverables of their jobs.

How does this development impact the University of Maryland?

Following this federal court decision, the Maryland Attorney General’s Office has advised University System of Maryland institutions to wait until further notice before implementing any compliance changes to meet FLSA requirements.

For further details, please check with the office of Compensation and Classification. The Fair Labor Standards Act (FLSA) is a 1938 federal employment law administered by the U. The guidelines affect full-time and part-time workers in the private sector and in federal, state and local governments.

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