Welcome to University Human Resources
On November 22nd, a federal judge in the United States District Court for the Eastern District of Texas issued an order enjoining the new Fair Labor Standards Act (FLSA) guidelines that were to take effect on December 1, 2016. The injunction puts the new FLSA guidelines on hold until the court hears the underlying lawsuit challenging the legality of the guidelines.
With this announcement, Iowa State University has made the decision to put on hold the transition that was to take place this weekend. Accordingly, for the time being, Iowa State University will continue to operate under the existing FLSA guidelines and will not be implementing the salary adjustments and other changes that would have been required.
The work we have completed to this point on this project is still valuable and regardless of the status of the new regulations, there will be changes made based on this work and the upcoming P&S Classification/Compensation review. We will continue to monitor this situation and will provide additional information/updates as we continue to see the reaction to the Court’s decision. Below please find a short FAQ related to this update:
Am I still required to track time?
A: Employees who were recently directed to start tracking time beginning November 27, 2016 are no longer required to track time.
As an employee who was recently designated as newly nonexempt, I was scheduled to attend training. Do I still need to attend this training?
A: This training has been cancelled.
I am a P&S employee and I was told I would receive a salary increase in order to maintain my exempt status. Will I still be receiving this salary increase?
A: No, at this time all actions related to the new FLSA regulations have been put on hold, pending the outcome of the legal challenges to their validity. This includes putting on hold any salary increases associated with exemption. If you are receiving a salary increase not related to FLSA, this action will proceed through our normal processes.
I was told I could potentially earn overtime or comp time because of my new nonexempt status. Am I still nonexempt? Am I still eligible for overtime and/or compensatory time?
A: At this time all actions related to the new FLSA regulations have been put on hold, pending the outcome of the legal actions challenging their validity. This includes changing your designation as a nonexempt employee, requiring you to start keeping time, and your ability to accrue overtime and/or compensatory time. Some adjustments may be needed based on information that we obtained through this process. We will let you know as further decisions are made.