FLSA Changing to Non-Exempt

If you change from being an exempt to a non-exempt employee, you are eligible for overtime pay if you work more than 40 hours in a week.

Four key impacts to you include:

  • Your salary will be converted to hourly pay.
  • You will be paid biweekly instead of monthly.
  • You will use a timekeeping system to track hours worked, and your supervisor or designated approver must approve the timesheet.
  • You must have overtime approved by your supervisor in advance.

Ask your supervisor or unit’s human resources professional about your unit’s overtime practices, such as advance approval, tracking work outside of regular business hours (such as answering emails and phone calls during lunch or in the evenings), and the timekeeping requirements.

Next Steps and Resources for Employees

There are some important next steps related to the transition from monthly to biweekly pay. Important to note:

  • Ask your unit supervisor or HR professional about the timekeeping system used in your unit and training for unit practices on timekeeping and overtime.
  • If you sometimes work during off hours in addition to your standard work day, ask your supervisor or HR professional about tracking those hours.
  • Review the sections of your paycheck using this action list showing what happens under a biweekly schedule.

Payroll Deductions

Some of your payroll deductions will be automatically converted to a biweekly schedule by the university, but only you can adjust others. Ask your human resources professional about the deadline for adjusting your deductions in future paychecks. More information about specific deductions can be found below.

Other Deductions

More FLSA Resources