The Fair Labor Standards Act (FLSA) through the Department of Labor (DOL) establishes minimum wage and overtime pay regulations, defines exempt (salary) and non-exempt (hourly) status based on criteria, and sets salary thresholds for exempt positions. The last change made to the salary thresholds was in 2016.
In August 2023, the Department of Labor (DOL) proposed an amendment to the current Fair Labor Standards Act (FLSA) rules that would change pay thresholds for exempt positions. On April 23, 2024, the DOL formally announced its final rule on this issue. We have been monitoring this and, now that the rule is made, we are reviewing and finalizing next steps for the College to be in compliance with the new federal regulations. We’ll also wait for any possible changes to the ruling, and over the next few weeks you can expect transparent and clear communication from us on this matter as we remain committed to our principles of equity, compliance, and financial responsibility.
| Date | Standard Salary Level |
| Before July 1, 2024 | $684 per week (equivalent to $35,568 per year) |
| July 1, 2024 | $844 per week (equivalent to $43,888 per year) |
| January 1, 2025 | $1,128 per week (equivalent to $58,656 per year) |
| July 1, 2027, and every 3 years thereafter | To be determined by applying to available data, the methodology used to set the salary level in effect at the time of the update. |
In summary, regardless of job title, employees must meet both the duties test and the salary test to qualify for an exemption. Otherwise, they are non-exempt and eligible for overtime (OT).
Guidelines
- FLSA Updates, Guidance, FAQ
- Travel Guidelines
- Working Hour Guidelines
- Digital Reference Guide To the Fair Labor Standards Act