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If overtime-eligible employees are āon-callā outside of work hours, is this paid as overtime?
Simply being on call does not create an overtime situation. This is because you can use your time away from work. If you are required to work or come in and do work during this time, that time would be treated as hours worked.
Is this a demotion?
No, it is not. You play a key role at 91²Öæā. This is not a demotion and has nothing to do with your value to the University. We value your contributions and hard work. This change is due to the updated FLSA rules and has nothing to do with your performance or contributions. Your job title and job duties will not change.
Am I required to sign a new employment agreement with my change to a non-exempt assignment?
Yes. Your conditions of employment are changing since you are moving from being paid semi-monthly (2 times a month) to bi-weekly (every 2 weeks). Also, you will be paid based on an hourly pay rate. Your new employment agreement will be sent to you no later than the week of January 6, 2025.
If overtime eligible employees are āon-callā outside of work hours, is this paid as overtime?
In general, simply being on call does not create an overtime situation. This is because you are still free to use your time away from work however you choose to. If during this time you are required to do work or come in and do work, then that time would be treated as hours worked.
How will my medical insurance and premiums/contributions be affected with the change from semi-monthly (2 times a month) to bi-weekly (every 2 weeks)?
There will be no change to your medical insurance. Your benefit contributions will still be the same amount as they were.
Will medical benefits change for employees who will become eligible for overtime?
Your medical benefits will not change as a result of this change. You donāt need to take any actions related to your medical benefits.
With my change to non-exempt status, will I have to take a payout of my leave time accruals (i.e., vacation and sick)?
No. Your leave accruals will not be paid out to you. They will remain in your leave banks and can be utilized as needed and with the approval of your supervisor as applicable.
How will vacation and sick time accrual change for employees who will become eligible for overtime?
Your annualized vacation and sick leave accrual amounts will remain the same. However, since you will be moving from being paid 24 times a year (semi-monthly) to being paid 26 times a year (bi-weekly), the amount you receive with each pay will be slightly different than what you have been receiving. The important thing to remember is over a 12-month period, you will receive the same amount as you have been.
For more information regarding vacation accrual, click here.