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

For Managers of Non-Exempt Employees

Managers with employees who change from exempt to non-exempt can help ensure that they experience a smooth transition to a new FLSA status. This information can help you manage a non-exempt, hourly employee if you have not done so before.

Here are the key impacts for managers:

  • Managers are responsible for reviewing and approving an employee’s time and absence. Employees will still be paid for time they submit, however, managers must review that time for accuracy and make corrections as needed. Refer to the Workday Time Tracking Overview.
  • Managers are also required to certify at the end of each month that all time has been reviewed and is accurate for their biweekly employees.
  • Supervisors must approve overtime in advance. Check with your unit’s HR professional on overtime approval practices.
  • Share information with your team 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 timekeeping requirements.

More FLSA Resources