The FLSA Status in HRS is defined on the Job Code table. For most FA/AS/LI Job Codes, the default FLSA Status is EXEMPT. The FLSA Status will default appropriately when the Job Code is entered on the Position. The Pay Basis for most FA/AS/LI employees is either Annual or Academic. Pay Basis: Hourly is only appropriate for a limited group of FA/AS/LI Job Codes. When Pay Basis: Hourly is used with a FA/AS/LI Job Code on the Position, the system only allows FLSA Status: NON-EXEMPT. Due to the Federal FLSA Regulation changes, it is appropriate to pay some FA/AS/LI employees using an hourly Pay Frequency. For FA/AS/LI that should be hourly Pay Frequency, their FLSA Status may need to be changed to NON-EXEMPT on the Position and then on the Job. An hourly Pay Frequency must be setup on the Compensation tab in Job Data using H as the Frequencies and Rate Code: NAHRLY.
Due to the Federal Regulation changes that were effective 1/1/2020, the FLSA Status is tied to the person NOT job. Therefore, if an employee has 4 active jobs (Empl Rcds), all 4 jobs must have the same FLSA Status. The FLSA Status should be determined based on the employee's primary job and other jobs should follow that FLSA Status.
Changes to FLSA Status will need to be completed if the status appears inconsistent with the employee's primary job record and/or job responsibilities.