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Human Resources

Human Resources

 

FLSA Changes 2016 

FLSA Image flagflsa key terms

 

The U.S. Department of Labor (DOL) has announced changes to the Fair Labor Standards Act (FLSA), raising the salary threshold required to qualify for exemption from overtime to $47,476 per year, an increase from $23,660 per year.

The new rule changes the federal guidelines for overtime pay requirements under FLSA for higher education institutions along with all other organizations. This is a significant change with which all employers, including Florida Gulf Coast University, must comply. This new rule is expected to impact an estimated 200 FGCU staff members, transitioning them from exempt status to non-exempt status (i.e. biweekly paid and overtime eligible). This FLSA rule change does not apply to faculty, but it does affect some academic staff.

Here are a few quick facts about the new rule:

• The new minimum salary threshold to be eligible for overtime pay has been set at $47,476 per year. The current threshold is $23,660 annually. This means employees paid up to $47,476 will be eligible for overtime pay.

• Employers will need to be in compliance with the new regulations by December 1, 2016.

NEXT STEPS

Florida Gulf Coast University’s Human Resources department has been following the DOL proposal for quite some time and is meeting with each deans, department heads, and other campus administrators to discuss the impact in their areas.

As with most federal regulations, it will take time to fully understand the impact of this rule. So while it’s too soon to talk about specific impacts to individual positions within units, Human Resources will be meeting with college and department leaders and sharing information as it relates to their units.

TIMELINE

The federal government has set the effective date of the final rule for December 1, 2016; however, Florida Gulf Coast University’s actual implementation date may be different. Because this is a complex administrative change involving numerous systems changes and communications to those impacted, FGCU will decide on an implementation date that works best for all involved. Updates will be communicated via email, campus presentations, departmental meetings, and this website. Please check back for more updates.

 

 

 


UNIVERSITY NOTICES

Non-Discrimination and Equal Opportunity Institutional Statement

Drug Free Work Place Policy Statement

 

Statement of Support for the Guard and Reserve

 

 POSTERS

FEDERAL LABOR LAW

FLORIDA LABOR LAW

Family and Medical Leave Act

Reemployment Assistance 

(Formerly Unemployment Insurance)

It's the Law

Workers' Compensation

Federal Minimum Wage

Child Labor Law

Equal Employment Opportunity is the Law

Discrimination

USERRA

Equal Opportunity

 

Florida Minimum Wage