CC Response to DOL Overtime Regulations
Information Session on DOL Regulations:
- November 9, 2016 (1:30 - 2:30) - Yalich Board Room
- November 10, 2016 (3:30 - 4:30) - Yalich Board Room
- November 11, 2016 (9:00 - 10:00) - Yalich Board Room
Do you have questions about the changes to DOL Overtime Regulations?
Frequently Asked Questions (expand to see answers)
President Obama directed the DOL to review and update regulations concerning overtime to ensure employees are being properly classified and paid for hours worked. Colorado College, along with all other employers in the United States, is having to assess several positions related to the DOL criteria for being exempt from overtime.
December 1, 2016
$913 per week, or $47,467 annually for full-time (2080 hrs.) positions.
Being exempt, for purposes of how an employee is paid, means that the position is paid a set salary that is not dependent on hours worked and the position is not eligible to receive overtime for hours worked over 40 in a single work week.
Being non-exempt, for purposes of how an employee is paid, means that pay is an hourly rate, overall pay is based on hours worked, and the position is eligible to receive overtime for any hours worked over 40 in a single work week.
The DOL provides specific criteria that must be met for a position to be exempt from overtime. Three “tests” related to salary and the actual duties of the job must be met. A position cannot be exempt just to avoid overtime pay.
Approximately 70 exempt positions fall below the new salary threshold. It has been determined that some of these positions meet the teaching exemption so that leaves approximately 56 exempt positions that fall below the new salary threshold.
If the primary duty of a faculty position is teaching, the DOL considers the position exempt regardless of the salary paid.
No, some exempt staff positions will be reclassified to hourly.
The college will be reviewing its leave policies this fiscal year and will follow CC’s process for policy review.
No, however, you will now be eligible for overtime pay for any hours worked over 40 in a work week.
No, you will retain any vacation hours that you have accrued, but you will begin accruing vacation based on your length of service and hours.
Questions about individual positions should be directed to supervisors or division heads.
If you receive an increase of 2% or more on December 1, 2016, you will not be eligible for a merit increase on July 1, 2017.
No, insurance benefits are the same for exempt and hourly employees.
The President and division heads will determine how overtime costs will be funded. Supervisors will be expected to work with staff to manage schedules to avoid overtime costs, if possible.