The U.S Department of Labor (DOL) has approved a change in the federal Fair Labor Standards Act (FLSA) regarding overtime eligibility.
Effective December 1, 2016, the revised rule increases the minimum salary threshold for exempt employees from $455 per week (approximately $23,660 per year) to $913 per week (approximately $47,476 per year). As a result, all staff and academic personnel, including rehired retirees and part-time employees, who do not qualify for the professional teaching exemption and who earn less than $913 per week, will be designated as non-exempt and paid on an hourly basis. For a complete overview of the FLSA changes and how it will impact your paycheck, review the Staff and Academic Personnel FLSA Pay Transition presentation or review the frequently asked questions.
Pay Transition Timeline:
- The transition from exempt to non-exempt pay will occur on November 20, 2016, the start of the biweekly pay cycle that covers December 1, 2016>
- Exempt employees who are converted to non-exempt status will transition from monthly pay cycles to bi-weekly pay cycles
Bi-Weekly Conversion Dates
Transition to Bi-Weekly Pay
Dec 1, 2016
|Last monthly paycheck issued for work performed November 1-19, 2016|
Dec 14, 2016
|Paycheck for work performed from November 20 - December 3, 2016|
|Dec 28, 2016||Paycheck for full bi-weekly period of December 4 - 17, 2016|
To view the Transition to Biweekly PayAccess the UCR Payroll Calendar, please visit the UCR Accounting Payroll Calendar.
To ease the transition to biweekly pay, the University is offering a Transition Assistance Vacation Cash Out Program. Non-represented academic and staff employees will be allowed to cash out up to 80 hours of accrued vacation. The deadline to submit the application form to payroll is Thursday, November 10, 2016. Click here to download the application form. The UC Emergency Loan Program is also available for employees. For more information on the UC Emergency Loan Program, please visit the UC Emergency Loan Program webpage.