Classification and Compensation
The University of Idaho is committed to providing an equitable and fiscally responsible compensation and classification program that will attract, 保留, 开发, 奖励员工. 人力资源 is responsible for administering the University’s employee classification and staff compensation plans. 我们的做法是:
- Serving as a resource for supervisors on job design and position description review
- 审核批准 staff job descriptions for adherence to university standards
- 管理 staff market-based compensation system
- Developing and implementing 员工工作家庭 and university titles
- 计算 staff target salaries
- Making Fair Labor Standards Act (FLSA) exemption determinations
- 管理 employee position classification
- Determining employment, contractor and volunteer relationships
- Issuing staff salary agreement and salary letter renewals
FLSA Overtime Changes
In April 2024, the Department of Labor (DOL) issued a 最后的规则 to alter the overtime pay regulations under the Fair Labor Standards Act (FLSA). The rule increases the minimum salary threshold for most exempt (not eligible for overtime) employees to $43,7月1日8点88分, 2024年涨到58美元,1月1日656, 2025. The rule also implements automatic updates to the minimum salary threshold that will occur every three years.
As these changes are implemented, current exempt employees with annual salaries below the threshold may become overtime eligible. HR will monitor the changes and will work with any employees and departments affected once we have determined the impact.
请bet365亚洲官网 hr-classcomp@chanzuibaiwei.com 有问题吗?.