Wheeling Jesuit University
Search

Human Resources Home
Policies Home

+ Organization
  Human Rights, Values & Ethics
  Policy on Policies
  Structure and Organization
  At Will Provisions
+ Employment
  Job Descriptions
  Equal Employment Oppurtunity
  Vacancies and Postings
  Interview Procedure
  Pre-Employment Documentation
  Nepotism
  Orientation
  Compensation Guidelines
  Disabilities and Accommodations
  Outside Employment
  Probation
  Whistleblower
  Recruiting Budgets
  Budgeted Hiring Process
  Employment of Immigrants
 
 
+ Benefits
  Health/Dental/Vision Insurance
  STD/LTD/Life Insurance
  Health Care Flexible Spending Account
  Tuition Remission
  Parking Policy
  Retirement Savings Account
  Professional Memberships
  Employee Assistance Program
  Facilities and Events
  COBRA
  Relocation
+ Time Off Work
  Paid Time Off
  Uncompensated Time Off
  FMLA
  Military Leave
  Workers Compensation and Accident Reporting
  Inclement Weather
  Catholic Jesuit Mission Benefits
+ Payroll
  Work Day/ Year/ Breaks/ Pay
  Payroll, Deductions & Advances
  Attendance
  Compensation Guidelines
  Employee Status
+ Workplace Practices
  Code of Conduct
  Expectations of Privacy
  Harassment Policy
  Tobacco Usage Policy
  Drug and Alcohol Policy
  Personnel Files
  Medical Files/HIPPA
  FERPA
  Performance Evaluations
  Information Security
  Solicitation
  Corrective Action Procedures
  Dispute Resolution Procedure
  Fire and Life Safety
  Safety Program
  Protection of Minors & Vulnerable Individuals
  Emergency Response Manual
  Title IX Compliance
+ Communications
  Telephone/Email/Social Media Usage
  Internet Security & Usage
  Mobile Devices
  Password Policy
  University Media Relations
+ Terminations
  Termination of Employees
  Exit Interview/Full and Final Accounting
 

HR Compensation: FLSA/EEO Designation

Date approved:
April 2012
Approved by:
 
Date to be reviewed:
March 2013
Reviewed by:
University Executive Administration
Date revised:
Revision number:
1.0
 
Compliance Committee:
As Scheduled

1.0 PURPOSE

To help employees understand the guidelines in both the federal Fair Labor Standards Act (governing who can be compensated as an "exempt" employee and who must be compensated as a "non-exempt" employee) and the EEO-1 Job Classification Guide (governing who is a manager, professional, etc, as determined by the Equal Employment Opportunity Commission).

2.0 POLICY STATEMENT

2.1 The Fair Labor Standards Act ("FLSA") of 1938 provides that employees:

  1. Must be compensated at no less than the prevailing minimum wage;
  2. Must be compensated at a rate no less than their prevailing hourly rate of pay plus an additional one half hour for all hours worked in excess of forty (40) in the workweek ("overtime"). There is no requirement of additional compensation for Saturday, Sunday, holidays or off hours.
  3. Positions are either "Exempt" from the overtime requirements of the FLSA or "Non-Exempt".
    • "Exempt" position are paid a salary and are exempt from minimum wage and the overtime requirements of the FLSA per prescribed US Department of Labor determinations. They are not compensated for any hours worked in excess of forty (40) in the workweek;
    • "Non-Exempt" positions are paid an hourly rate of pay, must account for all days and hours at the workplace and are eligible for overtime.

2.2 Positions identified under the following classes may be "Exempt" from overtime provided that they meet the government's definitions and requirements of the FLSA ("exempt" status):

  • Executive
  • Administrative
  • Learned Professional
  • Creative Professional
  • Computer Professional
  • Outside Sales

2.3 All positions are considered "non-exempt" unless they meet the FLSA criteria for an exemption. Consequently unless a position is designated "exempt", the employee in that position will be designated as a "non-exempt" employee and compensated for all hours worked in excess of forty (40) in the workweek (overtime). The workweek is defined and will not be changed except by University directive.

2.4 Pay grades are designated "Exempt" or "Non-Exempt". All positions placed in an "Exempt" pay grade are considered "Exempt"; all positions placed in a "Non-Exempt" pay grade are considered "Non-Exempt".

2.5 "Exempt" status is determined according to the FLSA criteria and is not determined arbitrarily.

2.6 The University commonly refers to all Exempt positions as "Administrative" and all Non-Exempt as "Staff".

2.7 The Equal Employment Opportunity Commission (EEOC) has developed a Job Classification Guide to aide in reporting employees by position/classification on the EMployer Information Report EEO-1. This same classification system is also used by the COllege & University Professional Association (CUPA) to report employees by position. Either one or both of these reports is mandated by the federal government if the University is a recipient of federal funding.

2.8 The EEOC data defining position titles may not coincide with the University's definition of that title or the FLSA.

2.9 "EEO" status is determined according to the EEOC guidelines and is not determined arbitrarily.

2.10 Position titles are identified per one of the following classification:

  • Executive/Senior Level Officials and Managers
  • First/Mid Level Officials and Managers
  • Professionals
  • Technicians
  • Sales Workers
  • Administrative Support Workers
  • Craft Workers
  • Operatives
  • Laborers and Helpers
  • Service Workers

2.11 Job descriptions will note both the FLSA nd EEO determinations for each position.

2.12 Approval

  1. Both exempt/non-exempt status and EEO status must be approved by Human Resources.
  2. Compensation practices governing non-exempt employees are established by the Payroll Department. All timesheets must be approved by an employee's supervisor before Payroll can process an employee's pay; all hours worked in excess of forty in the workweek must be pre-approved by the employee's supervisor prior to the work being performed. Any questions regarding payroll practices must be directed to the Payroll Department.

3.0 AUTHORIZATION

The Director of Human Resources has the authority to change, modify or approve exceptions to this policy subsequent to review by the Chief Financial Officer and the University's Executive Administration team with the approval of the University President.

4.0 ATTACHMENTS


Calendar |  President's Welcome |  Virtual Campus Tour |  Services |  Financial Aid |  Campus Directory |  Apply Online


© 2014 Wheeling Jesuit University, Inc. • 316 Washington Avenue • Wheeling • West Virginia • 26003 • (800) 624-6992 • Legal
Website Powered by ActiveCampus™ Software by Datatel