All jobs are categorized by an employment classification determined by the FLSA. Georgia Tech Human Resources works within FLSA guidelines in evaluating the employment classifications of all staff and faculty positions. This takes place during the creation, back-filling, or re-classification of positions.
These classifications are based on several factors such as the actual job duties outlined in the job description, as well as the salary, among other things.
Not Eligible for overtime
Must record exceptions to work (Sick, Vacation, Jury Duty, Bereavement, etc.)
Eligible for overtime
Must record all hours worked in addition to absences
Non-exempt employees must be paid for all hours worked. Hours worked include all the time during which an employee is required to be on the employer’s premises, on duty, or at a prescribed workplace.
This change in no way reflects adversely on the value of employees’ work or the importance of their contributions to Georgia Tech. The change of position from exempt to non-exempt is necessary to comply with the Department of Labor regulations and provides employees with wage and hour protection afforded by the legislation. A change from exempt to non-exempt status will have no impact on pay grade, benefit elections, or your base hourly rate.
Managing compensation for travel time for overtime-eligible employees can be challenging. To help you accurately track, calculate and report travel time, Georgia Tech Human Resources has developed a general guidance document. GTHR encourages managers and employees to consult with a human resources representative for specific guidance before travel occurs.
When calculating overtime, it is important to note that overtime is based on the number of hours worked in the workweek, not the pay period. Hours that are not actually worked (holidays, sick, vacation, etc.) do not count towards calculating overtime.
Overtime must be approved in advance by the supervisor. The supervisor may also adjust the schedule within the same work week to manage overtime.
Changing from Exempt to Non-Exempt
The most significant change associated with moving from exempt to non-exempt status is the change from being paid Monthly to Bi-Weekly (every two weeks).
All hours worked on a daily basis will be captured via a time-keeping system – this means you will record time in and out each workday
Compensation will be paid on a bi-weekly basis instead of a monthly basis
All hours worked will be compensated, and overtime compensation will be paid as outlined in payroll policy 10.2 Regulations and Guidelines. Bi-Weekly - 26 Pay Periods a year