{"id":36057,"date":"2024-05-31T15:34:52","date_gmt":"2024-05-31T20:34:52","guid":{"rendered":"https:\/\/www.wisconsin.edu\/ohrwd\/?page_id=36057"},"modified":"2026-03-16T15:09:16","modified_gmt":"2026-03-16T20:09:16","slug":"flsa-faq","status":"publish","type":"page","link":"https:\/\/www.wisconsin.edu\/ohrwd\/home\/flsa-faq\/","title":{"rendered":"Frequently Asked Questions about the FLSA"},"content":{"rendered":"\n\t\t\t\t\t<div id=\"cfct-build-36057\" class=\"cfct-build grid\">\n\t\t\t\t\t\t<div class=\"row\"><div class=\"col-md-12 cfct-block\">\n\t\t\t<div class=\"cfct-module uwsa-callout\">\n\t\t\t\t<div class=\"cfct-mod-content callout standard grey-bg\">\n    <p><strong>Notice:<\/strong> On November 15, 2024, a federal judge in the Eastern District Court of Texas struck down the Biden administration\u2019s Fair Labor Standards Act (FLSA) overtime final rule. The ruling voids all components of this rule, including the July 2024 and January 2025 salary thresholds, and halts the automatic updates.\u00a0 Due to this, we paused indefinitely, the change to a higher threshold that was planned for January 1, 2025. However, with the litigation still pending, we will not be rolling back the salary exemption threshold back to the pre-July 2024 level of $684 per week ($35,568 annual).\u00a0 Please continue using $844 per week ($43,888 annual), to determine an employee\u2019s exemption status until further notice.<\/p>\n<\/div>\n\n\t\t\t<\/div>\n\t\t\t<div class=\"cfct-module uwsa-tabs-accordions\">\n\t\t\t\t    <div class=\"bs-accordion \">\n            <div class=\"accordion-all-buttons\">\n          <a href=\"#\" class=\"accordions-showall btn btn-primary btn-xs\" role=\"button\" data-panel=\"g7t5z\"><span class=\"uw-resize-full\">Open All<\/span><\/a>\n        <\/div>\n        <div id=\"g7t5z\" class=\"panel-group\">\n        \n            <div class=\"panel panel-default \" id=\"panel_what-does-primary-duty-mean\">\n    <div class=\"panel-heading\" id=\"heading_what-does-primary-duty-mean\">\n        <h4 class=\"panel-title\"><button href=\"#what-does-primary-duty-mean\" data-toggle=\"collapse\" class=\"collapsed panel-link\" aria-expanded=\"false\" aria-controls=\"what-does-primary-duty-mean\">What does primary duty mean?<\/button><\/h4>    <\/div>\n    <div id=\"what-does-primary-duty-mean\" class=\"panel-collapse collapse\"  role=\"tabpanel\" aria-labelledby=\"heading_what-does-primary-duty-mean\" role=\"region\">\n        <div class=\"panel-body copy\">            \n            \n        <p>The term \u201cprimary duty\u201d is the principal, main, major, or most important duty that an employee performs. Determination of an employee\u2019s primary duty must be based on all the facts in each case with the main emphasis on the character of the employee\u2019s entire job.<\/p><p>Factors considered when determining the primary duty of an employee include but are not limited to:<\/p><ul><li>The relative importance of the major or most important duty as compared with other types of duties.<\/li><li>The amount of time spent performing the major or most important duty.<\/li><li>The employee\u2019s relative freedom from direct supervision.<\/li><li>The relationship between the employee\u2019s salary and the wages paid to other employees for performance of similar work.<\/li><li>The amount of time spent performing the specific duty.<\/li><\/ul><p>Note: Employees who spend more than 50 percent of their time performing a specific duty will generally, although not always, satisfy the primary duty requirement. In contrast, employees who do not spend more than 50 percent of their time performing a specific duty may meet the primary duty requirement if the other factors (listed above) support such a determination.<\/p>                <\/div>\n    <\/div>\n<\/div>\n            <div class=\"panel panel-default \" id=\"panel_who-makes-the-final-determination-on-what-an-employees-primary-duty-is\">\n    <div class=\"panel-heading\" id=\"heading_who-makes-the-final-determination-on-what-an-employees-primary-duty-is\">\n        <h4 class=\"panel-title\"><button href=\"#who-makes-the-final-determination-on-what-an-employees-primary-duty-is\" data-toggle=\"collapse\" class=\"collapsed panel-link\" aria-expanded=\"false\" aria-controls=\"who-makes-the-final-determination-on-what-an-employees-primary-duty-is\">Who makes the final determination on what an employee's primary duty is?<\/button><\/h4>    <\/div>\n    <div id=\"who-makes-the-final-determination-on-what-an-employees-primary-duty-is\" class=\"panel-collapse collapse\"  role=\"tabpanel\" aria-labelledby=\"heading_who-makes-the-final-determination-on-what-an-employees-primary-duty-is\" role=\"region\">\n        <div class=\"panel-body copy\">            \n            \n        <p>Universities of Wisconsin Office of Human Resources reviews each standard job description and makes the determination on the primary duty of the standard job description.\u00a0<\/p>                <\/div>\n    <\/div>\n<\/div>\n            <div class=\"panel panel-default \" id=\"panel_what-is-the-fair-labor-standards-act-or-flsa\">\n    <div class=\"panel-heading\" id=\"heading_what-is-the-fair-labor-standards-act-or-flsa\">\n        <h4 class=\"panel-title\"><button href=\"#what-is-the-fair-labor-standards-act-or-flsa\" data-toggle=\"collapse\" class=\"collapsed panel-link\" aria-expanded=\"false\" aria-controls=\"what-is-the-fair-labor-standards-act-or-flsa\">What is the Fair Labor Standards Act or FLSA?<\/button><\/h4>    <\/div>\n    <div id=\"what-is-the-fair-labor-standards-act-or-flsa\" class=\"panel-collapse collapse\"  role=\"tabpanel\" aria-labelledby=\"heading_what-is-the-fair-labor-standards-act-or-flsa\" role=\"region\">\n        <div class=\"panel-body copy\">            \n            \n        <p>The Fair Labor Standards Act (FLSA) is a federal law that establishes labor standards for public and private sector employers. The law defines a standard work week, establishes a national minimum wage, and establishes parameters for working minors. In addition, the law guarantees overtime for certain positions.<\/p><p>The FLSA provides a set of standards to determine which jobs are covered by the act (non-exempt) and which jobs are not covered (exempt). Non-exempt positions are considered hourly positions and must receive overtime pay or compensatory time for hours worked over 40 in a workweek. Exempt positions are considered salaried positions and do not normally receive additional compensation for overtime work. For more information on FLSA please refer to the US Department of Labor website.<\/p><p>If an employee\u2019s duties and pay change, or if the regulations are updated, that person\u2019s FLSA status may change from exempt to non-exempt or from non-exempt to exempt.<\/p>                <\/div>\n    <\/div>\n<\/div>\n            <div class=\"panel panel-default \" id=\"panel_what-kinds-of-jobs-are-exempt-and-nonexempt-from-flsa-reporting-rules\">\n    <div class=\"panel-heading\" id=\"heading_what-kinds-of-jobs-are-exempt-and-nonexempt-from-flsa-reporting-rules\">\n        <h4 class=\"panel-title\"><button href=\"#what-kinds-of-jobs-are-exempt-and-nonexempt-from-flsa-reporting-rules\" data-toggle=\"collapse\" class=\"collapsed panel-link\" aria-expanded=\"false\" aria-controls=\"what-kinds-of-jobs-are-exempt-and-nonexempt-from-flsa-reporting-rules\">What kinds of jobs are exempt and nonexempt from FLSA reporting rules?<\/button><\/h4>    <\/div>\n    <div id=\"what-kinds-of-jobs-are-exempt-and-nonexempt-from-flsa-reporting-rules\" class=\"panel-collapse collapse\"  role=\"tabpanel\" aria-labelledby=\"heading_what-kinds-of-jobs-are-exempt-and-nonexempt-from-flsa-reporting-rules\" role=\"region\">\n        <div class=\"panel-body copy\">            \n            \n        <p>To qualify as exempt from FLSA reporting, an employee must satisfy the following tests:<\/p><ul><li>Have a salary above the minimum salary threshold<\/li><li>Be paid on a salary (not hourly) basis<\/li><li>Perform duties that qualify for an exemption. Exempt jobs in this test include executive, administrative, and computer professional employees.<\/li><\/ul><p>Teachers, lawyers, and doctors as defined by the FLSA and confirmed by the Universities of Wisconsin Office of Human Resources are also exempt from the FLSA. This includes faculty and instructional academic staff whose primary duties are teaching. Those who support teaching activities without actual teaching interaction are subject to the Fair Labor Standards Act.<\/p>                <\/div>\n    <\/div>\n<\/div>\n            <div class=\"panel panel-default \" id=\"panel_how-much-is-the-minimum-salary-threshold\">\n    <div class=\"panel-heading\" id=\"heading_how-much-is-the-minimum-salary-threshold\">\n        <h4 class=\"panel-title\"><button href=\"#how-much-is-the-minimum-salary-threshold\" data-toggle=\"collapse\" class=\"collapsed panel-link\" aria-expanded=\"false\" aria-controls=\"how-much-is-the-minimum-salary-threshold\">How much is the minimum salary threshold?<\/button><\/h4>    <\/div>\n    <div id=\"how-much-is-the-minimum-salary-threshold\" class=\"panel-collapse collapse\"  role=\"tabpanel\" aria-labelledby=\"heading_how-much-is-the-minimum-salary-threshold\" role=\"region\">\n        <div class=\"panel-body copy\">            \n            \n        <p>The minimum salary threshold we are currently using is $844 per week. An employee paid above that weekly rate can be designated as exempt from overtime requirements. Whether or not an employee meets the salary threshold is determined by their actual earnings, not by annualized base salary.<\/p><ul><li><span class=\"TextRun SCXW103043084 BCX8\" lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"none\"><span class=\"NormalTextRun SCXW103043084 BCX8\">If y<\/span><span class=\"NormalTextRun SCXW103043084 BCX8\">ou have a<\/span><span class=\"NormalTextRun SCXW103043084 BCX8\">n<\/span> <span class=\"NormalTextRun SCXW103043084 BCX8\">employee <\/span><span class=\"NormalTextRun SCXW103043084 BCX8\">with <\/span><span class=\"NormalTextRun SCXW103043084 BCX8\">a full-time <\/span><span class=\"NormalTextRun SCXW103043084 BCX8\">annual <\/span><span class=\"NormalTextRun SCXW103043084 BCX8\">comp rate of <\/span><span class=\"NormalTextRun SCXW103043084 BCX8\">$844\/week ($43,888 annual) but they work a 0.50 appointment, the actual earnings are $422\/week ($21,944 annual), which is below the new w<\/span><span class=\"NormalTextRun SCXW103043084 BCX8\">eekly min<\/span><span class=\"NormalTextRun SCXW103043084 BCX8\">imum salary threshold. This employee would be nonexempt because they do not meet the weekly minimum salary threshold.<\/span><\/span><span class=\"EOP SCXW103043084 BCX8\" data-ccp-props=\"{\">\u00a0<\/span><\/li><li><span class=\"TextRun SCXW3972758 BCX8\" lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"none\"><span class=\"NormalTextRun SCXW3972758 BCX8\">If you have a full-time employee (A-basis) on a 10-month fiscal year contract (with a 2-month short work break during the summer) making $844\/week ($43,888 <\/span><span class=\"NormalTextRun SCXW3972758 BCX8\">full-time annual comp rate<\/span><span class=\"NormalTextRun SCXW3972758 BCX8\">), they are <\/span><span class=\"NormalTextRun SCXW3972758 BCX8\">actually earning<\/span><span class=\"NormalTextRun SCXW3972758 BCX8\"> $844<\/span><span class=\"NormalTextRun SCXW3972758 BCX8\">\/<\/span><span class=\"NormalTextRun SCXW3972758 BCX8\">week <\/span><span class=\"NormalTextRun SCXW3972758 BCX8\">for<\/span><span class=\"NormalTextRun SCXW3972758 BCX8\"> the weeks they are working<\/span><span class=\"NormalTextRun SCXW3972758 BCX8\">. This employee would remain exempt because they meet the weekly minimum salary threshold.<\/span><\/span><span class=\"EOP SCXW3972758 BCX8\" data-ccp-props=\"{\">\u00a0<\/span><\/li><\/ul>                <\/div>\n    <\/div>\n<\/div>\n            <div class=\"panel panel-default \" id=\"panel_how-much-is-the-threshold-exemption-for-an-academic-administrator\">\n    <div class=\"panel-heading\" id=\"heading_how-much-is-the-threshold-exemption-for-an-academic-administrator\">\n        <h4 class=\"panel-title\"><button href=\"#how-much-is-the-threshold-exemption-for-an-academic-administrator\" data-toggle=\"collapse\" class=\"collapsed panel-link\" aria-expanded=\"false\" aria-controls=\"how-much-is-the-threshold-exemption-for-an-academic-administrator\">How much is the threshold exemption for an Academic Administrator?<\/button><\/h4>    <\/div>\n    <div id=\"how-much-is-the-threshold-exemption-for-an-academic-administrator\" class=\"panel-collapse collapse\"  role=\"tabpanel\" aria-labelledby=\"heading_how-much-is-the-threshold-exemption-for-an-academic-administrator\" role=\"region\">\n        <div class=\"panel-body copy\">            \n            \n        <p>The Academic Administrator FLSA threshold exemption is $780\/week for the comprehensive institutions and Milwaukee. This is based on the starting salary of a 9-month grade 61 Lecturer ($30,355\/annually divided by 39 weeks = $778.33, rounds up to $780\/week).<\/p>                <\/div>\n    <\/div>\n<\/div>\n            <div class=\"panel panel-default \" id=\"panel_if-an-employee-has-more-than-one-job-can-they-have-more-than-one-flsa-status-designation\">\n    <div class=\"panel-heading\" id=\"heading_if-an-employee-has-more-than-one-job-can-they-have-more-than-one-flsa-status-designation\">\n        <h4 class=\"panel-title\"><button href=\"#if-an-employee-has-more-than-one-job-can-they-have-more-than-one-flsa-status-designation\" data-toggle=\"collapse\" class=\"collapsed panel-link\" aria-expanded=\"false\" aria-controls=\"if-an-employee-has-more-than-one-job-can-they-have-more-than-one-flsa-status-designation\">If an employee has more than one job, can they have more than one FLSA status designation?<\/button><\/h4>    <\/div>\n    <div id=\"if-an-employee-has-more-than-one-job-can-they-have-more-than-one-flsa-status-designation\" class=\"panel-collapse collapse\"  role=\"tabpanel\" aria-labelledby=\"heading_if-an-employee-has-more-than-one-job-can-they-have-more-than-one-flsa-status-designation\" role=\"region\">\n        <div class=\"panel-body copy\">            \n            \n        <p>Generally, No. Under the Fair Labor Standards Act (FLSA) all work done for the employer, the Universities of Wisconsin, is taken into account to determine whether an employee is exempt or nonexempt.<\/p><p>For example: An employee whose total salary is below the minimum salary threshold (effective January 1, 2025 of $1,128 per week), holds a part-time instructional academic staff position as a lecturer (exempt). The employee also holds a part-time position as an hourly (nonexempt) recreational specialist.<\/p><p>If the employee\u2019s primary duty (or the principal, main, major, or most important duty that the employee performs) is teaching as a lecturer, then the employee\u2019s designation is exempt because teaching is the employee\u2019s primary duty, and the employee qualifies for the teacher exemption in the FLSA guidelines regardless of salary.<\/p><p>If the primary duty (or the principal, main, major, or most important duty that the employee performs) is determined to be a recreational specialist, however, the FLSA designation will be nonexempt because the employee (in this example) would not meet the requirements for exemption according to FLSA guidelines.<\/p>                <\/div>\n    <\/div>\n<\/div>\n            <div class=\"panel panel-default \" id=\"panel_i-am-being-told-my-flsa-status-designation-is-changing-can-i-opt-out-of-this-change\">\n    <div class=\"panel-heading\" id=\"heading_i-am-being-told-my-flsa-status-designation-is-changing-can-i-opt-out-of-this-change\">\n        <h4 class=\"panel-title\"><button href=\"#i-am-being-told-my-flsa-status-designation-is-changing-can-i-opt-out-of-this-change\" data-toggle=\"collapse\" class=\"collapsed panel-link\" aria-expanded=\"false\" aria-controls=\"i-am-being-told-my-flsa-status-designation-is-changing-can-i-opt-out-of-this-change\">I am being told my FLSA status designation is changing. Can I opt out of this change?<\/button><\/h4>    <\/div>\n    <div id=\"i-am-being-told-my-flsa-status-designation-is-changing-can-i-opt-out-of-this-change\" class=\"panel-collapse collapse\"  role=\"tabpanel\" aria-labelledby=\"heading_i-am-being-told-my-flsa-status-designation-is-changing-can-i-opt-out-of-this-change\" role=\"region\">\n        <div class=\"panel-body copy\">            \n            \n        <p>No. \u202fUniversities of Wisconsin Office of Human Resources designates employees as exempt or nonexempt in accordance with the guidelines established in federal law. It is not an employee choice.<\/p>                <\/div>\n    <\/div>\n<\/div>\n            \n    <\/div>\n<\/div>\n\n\n\n\t\t\t<\/div>\n\t\t\t<div class=\"cfct-module cfct-divider\">\n\t\t\t\t<hr class=\"\" \/>\n\t\t\t<\/div>\n\t\t\t<div class=\"cfct-module uwsa-tabs-accordions\">\n\t\t\t\t<h3 class=\"cfct-mod-title \">More Frequently Asked Questions About Exempt to Non-Exempt Changes Due to Salary<\/h3>    <div class=\"bs-accordion  bs-accordion-min\">\n        <div id=\"0nrpr\" class=\"panel-group\">\n        \n            <div class=\"panel panel-default \" id=\"panel_how-is-time-reporting-different-for-exempt-and-nonexempt-employees\">\n    <div class=\"panel-heading\" id=\"heading_how-is-time-reporting-different-for-exempt-and-nonexempt-employees\">\n        <h4 class=\"panel-title\"><button href=\"#how-is-time-reporting-different-for-exempt-and-nonexempt-employees\" data-toggle=\"collapse\" class=\"collapsed panel-link\" aria-expanded=\"false\" aria-controls=\"how-is-time-reporting-different-for-exempt-and-nonexempt-employees\">How is time reporting different for Exempt and Nonexempt employees?<\/button><\/h4>    <\/div>\n    <div id=\"how-is-time-reporting-different-for-exempt-and-nonexempt-employees\" class=\"panel-collapse collapse\"  role=\"tabpanel\" aria-labelledby=\"heading_how-is-time-reporting-different-for-exempt-and-nonexempt-employees\" role=\"region\">\n        <div class=\"panel-body copy\">            \n            \n        <p>Exempt (salary) employees are not required to report their time worked. They are required to report leave usage.<\/p><p>Nonexempt (hourly) employees must account for time worked rather than accounting for leave used. All time worked must be reported. Leave time must be reported in 15-minute increments.<\/p>                <\/div>\n    <\/div>\n<\/div>\n            <div class=\"panel panel-default \" id=\"panel_who-decides-if-an-employee-can-work-overtime\">\n    <div class=\"panel-heading\" id=\"heading_who-decides-if-an-employee-can-work-overtime\">\n        <h4 class=\"panel-title\"><button href=\"#who-decides-if-an-employee-can-work-overtime\" data-toggle=\"collapse\" class=\"collapsed panel-link\" aria-expanded=\"false\" aria-controls=\"who-decides-if-an-employee-can-work-overtime\">Who decides if an employee can work overtime?<\/button><\/h4>    <\/div>\n    <div id=\"who-decides-if-an-employee-can-work-overtime\" class=\"panel-collapse collapse\"  role=\"tabpanel\" aria-labelledby=\"heading_who-decides-if-an-employee-can-work-overtime\" role=\"region\">\n        <div class=\"panel-body copy\">            \n            \n        <p>Overtime must be preapproved and is at the discretion of the university and supervisor. An employee must get prior approval to work overtime, according to procedures\/policies set by the university and supervisor.<\/p>                <\/div>\n    <\/div>\n<\/div>\n            <div class=\"panel panel-default \" id=\"panel_can-a-nonexempt-employee-still-work-early-and-late\">\n    <div class=\"panel-heading\" id=\"heading_can-a-nonexempt-employee-still-work-early-and-late\">\n        <h4 class=\"panel-title\"><button href=\"#can-a-nonexempt-employee-still-work-early-and-late\" data-toggle=\"collapse\" class=\"collapsed panel-link\" aria-expanded=\"false\" aria-controls=\"can-a-nonexempt-employee-still-work-early-and-late\">Can a Nonexempt employee still work early and late?<\/button><\/h4>    <\/div>\n    <div id=\"can-a-nonexempt-employee-still-work-early-and-late\" class=\"panel-collapse collapse\"  role=\"tabpanel\" aria-labelledby=\"heading_can-a-nonexempt-employee-still-work-early-and-late\" role=\"region\">\n        <div class=\"panel-body copy\">            \n            \n        <p>Perhaps. A non-exempt employee may modify their normal work schedule if they have pre-approval from their supervisor. Non-exempt employees need to record all time worked.<\/p>                <\/div>\n    <\/div>\n<\/div>\n            <div class=\"panel panel-default \" id=\"panel_can-nonexempt-employees-still-attend-professional-conferences\">\n    <div class=\"panel-heading\" id=\"heading_can-nonexempt-employees-still-attend-professional-conferences\">\n        <h4 class=\"panel-title\"><button href=\"#can-nonexempt-employees-still-attend-professional-conferences\" data-toggle=\"collapse\" class=\"collapsed panel-link\" aria-expanded=\"false\" aria-controls=\"can-nonexempt-employees-still-attend-professional-conferences\">Can Nonexempt employees still attend professional conferences?<\/button><\/h4>    <\/div>\n    <div id=\"can-nonexempt-employees-still-attend-professional-conferences\" class=\"panel-collapse collapse\"  role=\"tabpanel\" aria-labelledby=\"heading_can-nonexempt-employees-still-attend-professional-conferences\" role=\"region\">\n        <div class=\"panel-body copy\">            \n            \n        <p>Yes. Nonexempt (hourly) employees must account for the travel time and for the hours of conference attendance, but there is no prohibition on traveling or professional development.<\/p>                <\/div>\n    <\/div>\n<\/div>\n            <div class=\"panel panel-default \" id=\"panel_can-a-nonexempt-employee-check-messages-from-home-after-work-hours\">\n    <div class=\"panel-heading\" id=\"heading_can-a-nonexempt-employee-check-messages-from-home-after-work-hours\">\n        <h4 class=\"panel-title\"><button href=\"#can-a-nonexempt-employee-check-messages-from-home-after-work-hours\" data-toggle=\"collapse\" class=\"collapsed panel-link\" aria-expanded=\"false\" aria-controls=\"can-a-nonexempt-employee-check-messages-from-home-after-work-hours\">Can a Nonexempt employee check messages from home after work hours?<\/button><\/h4>    <\/div>\n    <div id=\"can-a-nonexempt-employee-check-messages-from-home-after-work-hours\" class=\"panel-collapse collapse\"  role=\"tabpanel\" aria-labelledby=\"heading_can-a-nonexempt-employee-check-messages-from-home-after-work-hours\" role=\"region\">\n        <div class=\"panel-body copy\">            \n            \n        <p>Checking messages after normal work hours is considered work time. Nonexempt employees must record all time worked. Checking messages outside of normal work hours should be preapproved by an employee\u2019s supervisor.<\/p>                <\/div>\n    <\/div>\n<\/div>\n            <div class=\"panel panel-default \" id=\"panel_what-if-an-employee-doesnt-mind-working-more-than-their-full-time-rate-and-not-being-compensated-for-it\">\n    <div class=\"panel-heading\" id=\"heading_what-if-an-employee-doesnt-mind-working-more-than-their-full-time-rate-and-not-being-compensated-for-it\">\n        <h4 class=\"panel-title\"><button href=\"#what-if-an-employee-doesnt-mind-working-more-than-their-full-time-rate-and-not-being-compensated-for-it\" data-toggle=\"collapse\" class=\"collapsed panel-link\" aria-expanded=\"false\" aria-controls=\"what-if-an-employee-doesnt-mind-working-more-than-their-full-time-rate-and-not-being-compensated-for-it\">What if an employee doesn't mind working more than their full-time rate and not being compensated for it?<\/button><\/h4>    <\/div>\n    <div id=\"what-if-an-employee-doesnt-mind-working-more-than-their-full-time-rate-and-not-being-compensated-for-it\" class=\"panel-collapse collapse\"  role=\"tabpanel\" aria-labelledby=\"heading_what-if-an-employee-doesnt-mind-working-more-than-their-full-time-rate-and-not-being-compensated-for-it\" role=\"region\">\n        <div class=\"panel-body copy\">            \n            \n        <p>This is considered \u201cvolunteering\u201d and Regulations 29 C.F.R. \u00a7553.103 states employees of public employers can volunteer their services provided \u201csuch services are not the same type of services which the individual is employed to perform for such public agency.\u201d Whether volunteering is not of the same type of services the individual is employed to perform depends not only what the written job duties of an employee are, but also the duties and responsibilities that are actually assigned to the employee. Performing the same\/similar job duties as the position you are hired to perform without receiving compensation is not allowed. Thus, when permitting an employee to volunteer, it is best practice to place them in a volunteer role that is as separate and distinct as possible from his\/her written, as well as actual, job duties.<\/p>                <\/div>\n    <\/div>\n<\/div>\n            <div class=\"panel panel-default \" id=\"panel_for-an-academic-staff-employee-does-being-paid-hourly-mean-becoming-a-member-of-university-staff\">\n    <div class=\"panel-heading\" id=\"heading_for-an-academic-staff-employee-does-being-paid-hourly-mean-becoming-a-member-of-university-staff\">\n        <h4 class=\"panel-title\"><button href=\"#for-an-academic-staff-employee-does-being-paid-hourly-mean-becoming-a-member-of-university-staff\" data-toggle=\"collapse\" class=\"collapsed panel-link\" aria-expanded=\"false\" aria-controls=\"for-an-academic-staff-employee-does-being-paid-hourly-mean-becoming-a-member-of-university-staff\">For an Academic Staff employee, does being paid hourly mean becoming a member of University Staff?<\/button><\/h4>    <\/div>\n    <div id=\"for-an-academic-staff-employee-does-being-paid-hourly-mean-becoming-a-member-of-university-staff\" class=\"panel-collapse collapse\"  role=\"tabpanel\" aria-labelledby=\"heading_for-an-academic-staff-employee-does-being-paid-hourly-mean-becoming-a-member-of-university-staff\" role=\"region\">\n        <div class=\"panel-body copy\">            \n            \n        <p>No. Academic Staff who are designated as nonexempt (hourly) will remain Academic Staff.<\/p>                <\/div>\n    <\/div>\n<\/div>\n            <div class=\"panel panel-default \" id=\"panel_what-if-i-change-jobs-will-i-still-be-nonexempt\">\n    <div class=\"panel-heading\" id=\"heading_what-if-i-change-jobs-will-i-still-be-nonexempt\">\n        <h4 class=\"panel-title\"><button href=\"#what-if-i-change-jobs-will-i-still-be-nonexempt\" data-toggle=\"collapse\" class=\"collapsed panel-link\" aria-expanded=\"false\" aria-controls=\"what-if-i-change-jobs-will-i-still-be-nonexempt\">What if I change jobs? Will I still be Nonexempt?<\/button><\/h4>    <\/div>\n    <div id=\"what-if-i-change-jobs-will-i-still-be-nonexempt\" class=\"panel-collapse collapse\"  role=\"tabpanel\" aria-labelledby=\"heading_what-if-i-change-jobs-will-i-still-be-nonexempt\" role=\"region\">\n        <div class=\"panel-body copy\">            \n            \n        <p>Maybe. Every position is evaluated for status under the Fair Labor Standards Act (FLSA) to see if it exempt or nonexempt based on the guidelines. If you change jobs, your FLSA exemption status may change based on the exemption status associated with the new position.<\/p>                <\/div>\n    <\/div>\n<\/div>\n            <div class=\"panel panel-default \" id=\"panel_are-nonexempt-academic-staff-or-graduate-assistants-eligible-for-night-differential-pay-or-weekend-differential-pay\">\n    <div class=\"panel-heading\" id=\"heading_are-nonexempt-academic-staff-or-graduate-assistants-eligible-for-night-differential-pay-or-weekend-differential-pay\">\n        <h4 class=\"panel-title\"><button href=\"#are-nonexempt-academic-staff-or-graduate-assistants-eligible-for-night-differential-pay-or-weekend-differential-pay\" data-toggle=\"collapse\" class=\"collapsed panel-link\" aria-expanded=\"false\" aria-controls=\"are-nonexempt-academic-staff-or-graduate-assistants-eligible-for-night-differential-pay-or-weekend-differential-pay\">Are Nonexempt Academic Staff or Graduate Assistants eligible for night differential pay or weekend differential pay?<\/button><\/h4>    <\/div>\n    <div id=\"are-nonexempt-academic-staff-or-graduate-assistants-eligible-for-night-differential-pay-or-weekend-differential-pay\" class=\"panel-collapse collapse\"  role=\"tabpanel\" aria-labelledby=\"heading_are-nonexempt-academic-staff-or-graduate-assistants-eligible-for-night-differential-pay-or-weekend-differential-pay\" role=\"region\">\n        <div class=\"panel-body copy\">            \n            \n        <p>No, nonexempt Academic Staff and graduate assistants are not eligible for night differential pay or weekend differential pay.<\/p>                <\/div>\n    <\/div>\n<\/div>\n            <div class=\"panel panel-default \" id=\"panel_how-does-a-nonexempt-employee-report-hours-if-they-fluctuate-from-week-to-week-can-an-employee-just-record-the-same-hours-every-week-and-not-record-the-variations-as-long-as-it-evens-out-in-the-long\">\n    <div class=\"panel-heading\" id=\"heading_how-does-a-nonexempt-employee-report-hours-if-they-fluctuate-from-week-to-week-can-an-employee-just-record-the-same-hours-every-week-and-not-record-the-variations-as-long-as-it-evens-out-in-the-long\">\n        <h4 class=\"panel-title\"><button href=\"#how-does-a-nonexempt-employee-report-hours-if-they-fluctuate-from-week-to-week-can-an-employee-just-record-the-same-hours-every-week-and-not-record-the-variations-as-long-as-it-evens-out-in-the-long\" data-toggle=\"collapse\" class=\"collapsed panel-link\" aria-expanded=\"false\" aria-controls=\"how-does-a-nonexempt-employee-report-hours-if-they-fluctuate-from-week-to-week-can-an-employee-just-record-the-same-hours-every-week-and-not-record-the-variations-as-long-as-it-evens-out-in-the-long\">How does a Nonexempt employee report hours if they fluctuate from week to week? Can an employee just record the same hours every week and not record the variations as long as it evens out in the long run?<\/button><\/h4>    <\/div>\n    <div id=\"how-does-a-nonexempt-employee-report-hours-if-they-fluctuate-from-week-to-week-can-an-employee-just-record-the-same-hours-every-week-and-not-record-the-variations-as-long-as-it-evens-out-in-the-long\" class=\"panel-collapse collapse\"  role=\"tabpanel\" aria-labelledby=\"heading_how-does-a-nonexempt-employee-report-hours-if-they-fluctuate-from-week-to-week-can-an-employee-just-record-the-same-hours-every-week-and-not-record-the-variations-as-long-as-it-evens-out-in-the-long\" role=\"region\">\n        <div class=\"panel-body copy\">            \n            \n        <p>No. Nonexempt employees must report all actual hours worked each workweek and are expected to work the number of hours each workweek associated with their FTE (e.g. 50% FTE works 20 hours\/week). A nonexempt employee cannot choose to record only some selected hours worked. All hours worked in the workweek must be reported, regardless of the effect on overtime.<\/p><p>A nonexempt employee is expected to supplement leave time when they do not work the hours associated with their FTE within a defined workweek. With supervisory approval, employees can fluctuate the days of work or times of work within the same workweek in order to accommodate time off.<\/p>                <\/div>\n    <\/div>\n<\/div>\n            <div class=\"panel panel-default \" id=\"panel_can-a-nonexempt-academic-staff-employee-convert-to-university-staff\">\n    <div class=\"panel-heading\" id=\"heading_can-a-nonexempt-academic-staff-employee-convert-to-university-staff\">\n        <h4 class=\"panel-title\"><button href=\"#can-a-nonexempt-academic-staff-employee-convert-to-university-staff\" data-toggle=\"collapse\" class=\"collapsed panel-link\" aria-expanded=\"false\" aria-controls=\"can-a-nonexempt-academic-staff-employee-convert-to-university-staff\">Can a Nonexempt Academic Staff employee convert to University Staff?<\/button><\/h4>    <\/div>\n    <div id=\"can-a-nonexempt-academic-staff-employee-convert-to-university-staff\" class=\"panel-collapse collapse\"  role=\"tabpanel\" aria-labelledby=\"heading_can-a-nonexempt-academic-staff-employee-convert-to-university-staff\" role=\"region\">\n        <div class=\"panel-body copy\">            \n            \n        <p>No. Academic Staff who are designated as nonexempt cannot convert to University Staff.<\/p>                <\/div>\n    <\/div>\n<\/div>\n            <div class=\"panel panel-default \" id=\"panel_in-an-a-basis-nonexempt-academic-staff-employee-works-on-a-legal-holiday-do-they-receive-additional-compensation\">\n    <div class=\"panel-heading\" id=\"heading_in-an-a-basis-nonexempt-academic-staff-employee-works-on-a-legal-holiday-do-they-receive-additional-compensation\">\n        <h4 class=\"panel-title\"><button href=\"#in-an-a-basis-nonexempt-academic-staff-employee-works-on-a-legal-holiday-do-they-receive-additional-compensation\" data-toggle=\"collapse\" class=\"collapsed panel-link\" aria-expanded=\"false\" aria-controls=\"in-an-a-basis-nonexempt-academic-staff-employee-works-on-a-legal-holiday-do-they-receive-additional-compensation\">In an A-basis Nonexempt Academic Staff employee works on a legal holiday, do they receive additional compensation?<\/button><\/h4>    <\/div>\n    <div id=\"in-an-a-basis-nonexempt-academic-staff-employee-works-on-a-legal-holiday-do-they-receive-additional-compensation\" class=\"panel-collapse collapse\"  role=\"tabpanel\" aria-labelledby=\"heading_in-an-a-basis-nonexempt-academic-staff-employee-works-on-a-legal-holiday-do-they-receive-additional-compensation\" role=\"region\">\n        <div class=\"panel-body copy\">            \n            \n        <p>No, A-Basis nonexempt academic staff are not eligible for holiday premium pay. If they work on the legal holiday, the legal holiday hours not used will be retained in their leave bank.<\/p>                <\/div>\n    <\/div>\n<\/div>\n            \n    <\/div>\n<\/div>\n\n\n\n\t\t\t<\/div><\/div><\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t","protected":false},"excerpt":{"rendered":"","protected":false},"author":4741,"featured_media":0,"parent":235,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-36057","page","type-page","status-publish","hentry","cfct-can-haz-build"],"_links":{"self":[{"href":"https:\/\/www.wisconsin.edu\/ohrwd\/wp-json\/wp\/v2\/pages\/36057","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.wisconsin.edu\/ohrwd\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/www.wisconsin.edu\/ohrwd\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/www.wisconsin.edu\/ohrwd\/wp-json\/wp\/v2\/users\/4741"}],"replies":[{"embeddable":true,"href":"https:\/\/www.wisconsin.edu\/ohrwd\/wp-json\/wp\/v2\/comments?post=36057"}],"version-history":[{"count":2,"href":"https:\/\/www.wisconsin.edu\/ohrwd\/wp-json\/wp\/v2\/pages\/36057\/revisions"}],"predecessor-version":[{"id":36880,"href":"https:\/\/www.wisconsin.edu\/ohrwd\/wp-json\/wp\/v2\/pages\/36057\/revisions\/36880"}],"up":[{"embeddable":true,"href":"https:\/\/www.wisconsin.edu\/ohrwd\/wp-json\/wp\/v2\/pages\/235"}],"wp:attachment":[{"href":"https:\/\/www.wisconsin.edu\/ohrwd\/wp-json\/wp\/v2\/media?parent=36057"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}