Overview of Salary Requirement Update Process in the Lowest-Income Census Region
This detailed process outlines the updating of salary requirements every 3 years to comply with BLS 40th percentile standards for salaried employees in the lowest-income census region. It involves reviewing job classifications, determining potential non-exempt positions, and seeking approvals before implementation by the DOL deadline of December 1, 2016.
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Salary $913 per week ($47,476 full-time annual) Salary requirement will update every 3 years BLS 40thpercentile for salaried employees Lowest income census region Exempt duties (no change) Executive Administrative Professional
888 exempt classifications 387 potentially non-exempt classifications 300 with at least 50% of incumbents under the new salary threshold
6,271 exempt positions 3,286 are potentially non-exempt positions 2,897 are positions with at least 50% of incumbents under the new salary threshold
337 exempt positions with salaries over the new exempt salary threshold but in classifications that are potentially non- exempt 191 exempt positions within 5% of the new exempt salary threshold 425 exempt positions within 10% of the new exempt salary threshold Anticipating 291 to 496 adjustments
A list of potential non-exempt classifications was determined initially by a salary analysis A secondary scan was done to add/remove positions based on responsibilities Two lists are provided today A potential non-exempt list A potential exempt list with the associated annual cost to $913/week
Review job lists Note any classifications that your respective areas would like the workgroup and HR to reconsider Reach consensus on job statuses Submit final list to UGA administration for approval HR will release official list to departments to begin their roster reviews HR will meet with colleges, schools and divisions to discuss their rosters and possible outliers
DOL implementation deadline is December 1, 2016 July Job Reviews Status Determinations Official List Recoding of affected jobs August through October Individual department meetings with HR Departments submit personnels for future roster changes November Kronos and supervisor training December Implementation
