Position classification is the formal assignment of a job title, salary grade, and job description that is developed based on the requirements of the position. The components of a position classification include scope of duties and responsibilities, skills and abilities, educational criteria, length of experience, and market pay information. After all documents and approval signatures are obtained, the classification analysis can take from 7 - 10 business days, pending receipt of relative resource information. Packets received without the appropriate approval signatures will be returned.


New Position Classification
In order to begin the recruitment and classification process for new positions, submit budget approval documentation, Job Analysis Questionnaire, current division/department Organizational Chart, and complete the online Position Vacancy Justification Request. After the position has been classified, the Employment division will work with the department supervisor on the recruitment process for the vacancy. The new position classification packet includes:


Reclassification
A position reclassification occurs when a position has changed such that it no longer is appropriately placed in the wage and salary structure. As a standard, at least 40% of the job should have changed and the employee must be performing the new duties a minimum of one year to be eligible to apply for reclassification. Reclassification is not intended to recognize individual achievement or an increase in volume of work. Reclassification requests will resume after a review of the process.


Position Description Request

There are position descriptions available for all full-time and part-time staff positions. The following information is required to request a position description:

  • name of the current employee
  • position title
  • budget position number - view the Employee Listing for the BP#

When using the online form, be sure to enter all the information for each single request and select ADD EMPLOYEE after each entry. Once all entries are made, click SUBMIT. All requests will be filled within one business day from receipt. The form is accessible from the college intranet.

 

Fair Labor Standards Act (FLSA)

The Fair Labor Standards Acts (FLSA) is a federal law enacted in 1938 and enforced by U.S. Department of Labor (DOL) that establishes the requirements the federal minimum wage, overtime pay, recordkeeping requirements, and regulations for child labor.

FLSA training presentation [PDF]

Frequently Asked Questions

1.  What is the Fair Labor Standards Act (FLSA)?
The FLSA has been in effect since 1938 and establishes minimum wage, equal pay, child labor standards, and overtime rules.

2.  What is the definition of Exempt?
Exempt employees are individuals who are exempt from the overtime provisions of the FLSA because they are classified as an executive, professional or administrative employee and meet the specific criteria developed by the FLSA for exemption. Exempt employees are paid on a salary basis.

3.  What is the definition of Nonexempt?
Nonexempt employees are covered under the overtime provisions of the FLSA. Such employees are entitled to receive overtime for all hours worked beyond 40 in a workweek. Alternatively, provisions for public employers allow for hours in excess of 40 per week to be paid in the form of compensatory time which must be used within 30 days of accumulation. Refer to section B-23 for nonexempt overtime payment calculations.

4.  Who determines the FLSA designation for the position?
The Office of Human Resources determines the FLSA designation based on the federal regulations.

5.  What is FLSA compliance test?
FLSA tests are conducted by using one of the following federal duties tests: Executive, professional, administrative, computer, and highly compensated.

6.  Is FLSA Exempt or Nonexempt determined by job title or pay grade?
No.

7.  What is the college’s workweek?
The College’s standard workweek for pay purposes begins Saturday at midnight and ends at 11:59 p.m. the following Friday.

8.  How do I know if my position is Exempt or Nonexempt?
The FLSA designation of all positions is available in the Salary Schedule and the employee’s job description.

9.  What is the flexible time?
Time taken during the 7-day workweek where the employee does not accrue overtime.

10.  What is overtime?
Overtime payment is due for nonexempt employees who work more than 40 hours in a workweek. The department administrator or designee must approve all overtime in advance.

11.  What is compensatory time?
Provisions for public employers allow for hours in excess of 40 per week to be paid in the form of compensatory time which must be used within 30 days of accumulation. The department administrator or designee must approve all compensatory time in advance.

12.  Does overtime have to be preapproved by the employee’s supervisor?
Yes.

13.  How do you know if additional hours worked is considered time and a half (1.5) or straight time (1.0)?
Time and a half (1.5) is paid to nonexempt employees work in excess of 40 hours per week in productive hours. Straight time (1.0) is paid to nonexempt employees for non-productive hours such as paid leave time (sick, vacation, jury duty, holiday and Board approved college closing).

14.  What is the maximum compensatory time hours per FLSA law?
Employees may accrue up to 240 hours.

15.  How many days do you have before you need to use your earned compensatory time?
The accumulated compensatory time must be used within 30 days. Please note that this guideline is under review and may change.

16.  What happens if compensatory time is not used in 30 days?
Employee will be paid instead of receiving compensatory time.

17.  Are exempt positions eligible for compensatory time or overtime?
Yes, when the employee work holiday closing or emergency closing. For further details, view the Salary Schedule, Section B.24.

18.  Are nonexempt employees who begin working before their shift begins compensated?
Yes, nonexempt employees are paid for all hours worked. The department administrator or designee must approve all overtime in advance.

19.  Are nonexempt employees who work through lunch compensated?
Yes, nonexempt employees are paid for all hours worked. The department administrator or designee must approve all overtime in advance.

20.  Are nonexempt employees who work late compensated?
Yes, nonexempt employees are paid for all hours worked. The department administrator or designee must approve all overtime in advance.

21.  Are nonexempt employees who check emails while off duty compensated?
Yes, nonexempt employees are paid for all hours worked. The department administrator or designee must approve all overtime in advance.

22.  Does a nonexempt employee have to notify the supervisor before the overtime work is actually worked?
Yes, employee must request and obtain the approval from their supervisor prior to working additional hours and overtime.

23.  Who do I contact for questions regarding time recording, FLSA and other compensation matters?
Contact Luane A. Shull, CCP, Classification and Compensation Manager, at shulll@palmbeachstate.edu or (561) 868-4002.

Print page