Welcome to the Human Resources' web site. Whether you are a staff member, faculty member, applicant, student, or a member of the public, we welcome your visit and look forward to assisting you. Our web site has recently been revised to provide portals for site visitors based on the type of visitor: job seeker, new hire, employee, or supervisor.
To learn more about what is happening in Human Resources and around campus, review the articles below.
The Fair Labor Standards Act (FLSA) is the United States' federal wage and hour law, administered by the US Department of Labor (DOL). Among other things, it establishes the federal minimum wage and sets overtime pay requirements for employees in the private and government sectors.
Under the FLSA, some employees are exempt from the wage and overtime provisions of the law and some are non-exempt. The FLSA requires that all non-exempt workers be paid overtime (usually one-and-one-half times their regular rate of pay) for all hours worked over 40 in a workweek.
Exempt employees are considered "salaried" and do not earn any overtime compensation for working over 40 hours in a workweek. They must also perform certain types of job duties to qualify as exempt.
Non-exempt employees are considered "wage earning" and must earn overtime compensation for all hours worked in excess of 40 in a workweek (Sunday - Saturday).
On May 18, 2016, the Department of Labor (DOL) released changes to the FLSA that increased the minimum salary required for an employee to be exempt from overtime compensation under the "White Collar Exemptions" for executive, administrative, and professional employees, from $455 per week (~$23,660 annually) to $913 per week ($47,659 annually based on UWF’s 26.1 pay periods).
Beginning December 1, 2016, an employee must meet the following criteria to be classified as FLSA exempt under the "white collar exemption": Perform primarily executive, administrative, or professional duties as defined under DOL regulations; AND earn at least $913 per week ($47,659 annually based on UWF’s 26.1 pay periods). *
The Department of Labor will automatically update the minimum salary every three years to keep it current.
*A few types of employees may be classified as exempt without meeting the salary minimum, for example bona fide teachers.
The final rule changes were released on May 18, 2016. They go into effect nationwide on December 1, 2016. They will go into effect at UWF on November 20, 2016, due to the University payroll schedule.
If you are currently classified as an exempt employee, you may be subject to the new minimum salary threshold, which will be increasing with this executive order. If you are currently classified as a nonexempt employee, you will not be affected.
Part-time employees will be affected if they are currently classified as exempt, but make less than the new salary threshold, $913 per week ($47,659 annually based on UWF’s 26.1 pay periods), while working part time.
Bona Fide teachers are FLSA exempt, regardless of their annual/weekly salary, if their "primary duty is teaching, tutoring, instructing, or lecturing in the activity of imparting knowledge in an educational establishment." See DOL Fact Sheet #17D. Most faculty positions qualify as FLSA exempt under this "teaching exemption" and will not be affected by the changes. Non-teaching faculty positions do not qualify as FLSA exempt under this “teaching exemption” and will be impacted by these changes if they do not meet the $913 per week salary threshold.
Human Resources in collaboration with University Administration is working to develop an approach to these federal regulatory changes that complies with the law, while having the least negative impact on UWF employees.
Human Resources is currently analyzing all university positions, evaluating impacted job codes, and soliciting feedback from departments to determine the best approach to compliance. At this time, the University anticipates a multifaceted approach that includes the following:
Most exempt employees making less than the new FLSA salary threshold can expect to be reclassified as FLSA non-exempt. If an employee is reclassified to non-exempt, they will become eligible for overtime compensation (pre-approval of any overtime hours will be required) and will have new timekeeping requirements. The reclassified employee's pay, benefits, and leave accrual rates will not change.
It is possible that a few exempt employees who are making less than the new salary minimum may receive a salary increase and remain exempt. The University is still reviewing this option to determine which positions, if any, would be appropriate for salary increases based on budgetary constraints and job duties.
Current employees who are non-exempt and will experience no changes as a result of the new FLSA regulations.
OPS employees who are currently FLSA non-exempt will experience no changes as a result of the new FLSA regulations. OPS employees who are currently exempt and make less than the new salary minimum will be moved to non-exempt status. Any OPS exempt employee moved to non-exempt status will become overtime eligible (pre-approval of any overtime hours will be required) and will have new timekeeping requirements.
No. These changes are driven by changes to federal law that will apply to employees across the United States, not by UWF's policy-makers or individual departments. The University has and will continue to consult with departments across campus on factors impacting UWF's response to these regulatory changes. However, guidelines will be established centrally to ensure the University's response is consistent, non-discriminatory, sustainable, and legally compliant.
In some cases, employee classifications may change from FLSA exempt to non-exempt. If you are in a position that is re-classified from exempt to non-exempt, you will become eligible to earn overtime compensation if you work over 40 hours during a given week (Sunday-Saturday). This may change the way you report your hours worked, to document the time you are eligible for overtime compensation.
No, there is limited funding available to raise salaries to the expected new salary threshold. The University is already proactively looking at salaries and specific job codes. While some adjustments may occur, they will be based on many factors so employees should not automatically expect a salary increase due to the legislation.
No, employees currently in non-exempt positions will not be affected.
Employees who must be reclassified to non-exempt will become eligible for overtime compensation and will have more detailed timekeeping requirements, but their job duties will not change as a result of the FLSA changes.
They will stay in their current university compensation plan (Work Force, OPS, Faculty), retaining all of the attributes of the compensation plan (leave plans, benefits packages, employment contracts, etc.).
Their regular rate of pay, job duties, benefits (leave accrual rates, retirement, health insurance, etc.), and any union membership eligibility will not change. Non-exempt employees are still held to the high performance standards already existing for their work.
Employees impacted by the FLSA changes will be notified before any changes are made to their FLSA classification and offered training on any timekeeping changes.
On May 18, 2016, the Department of Labor announced its final rule updating the Fair Labor Standards Act (FLSA) overtime regulations with a December 1, 2016 effective date.
The Department of Labor’s Final Rule on defining the exemptions for Executive, Administrative, and Professional employees under the Fair Labor Standards Act (FLSA) (the “Overtime Rule” or “Final Rule”) will strengthen overtime protections and provide greater clarity for both workers and employers alike across sectors, including higher education. The Final Rule updates the salary level required for the executive, administrative, and professional (“white collar”) exemptions to ensure that the FLSA’s intended overtime protections are fully implemented, and to simplify the identification of overtime-protected employees. The Department of Labor updated the salary level threshold above which certain “white collar” workers may be exempt from overtime to equal the 40th percentile of earnings of full-time salaried workers from the lowest wage Census Region. Once effective, the rule will raise the salary level from its previous amount of $455 per week to $913 per week. These changes take effect on December 1, 2016. The Final Rule does not include any changes to the duties tests, which also affect the determination of who is exempt from overtime.
Human Resources at UWF is proactively analyzing the University’s workforce to identify positions that will be affected by the new rule and developing solutions. These solutions will be communicated to all employees affected by the Final Rule. Further information concerning these changes will be forthcoming from the Human Resources Department.
If you have any questions, please contact Human Resources at ext. 2694.
For directions and plan information links, please visit the Human Resources Open Enrollment page.
The University of West Florida has contracted with Aetna Resources for Living to provide an Employee Assistance Program for employees and their family members. The Employee Assistance Program helps employees resolve personal and work problems through professional assistance.
Our hearts go out to those impacted by the tragic Orlando shooting on June 12, 2016. Access specific resources prepared in response to this event. Even when tragedies are far away and do not affect us personally, they can be upsetting. If you find yourself needing extra support during this time, please consider contacting the Employee Assistance Program (EAP).
For resources and support, you can view coping resources here. Employees may contact Aetna directly by calling their toll-free number 800-272-7252. All services and calls are strictly confidential between the employee and Aetna.
To access both of these resources, use the following:
User name: UWF
√ Please be sure to review your office procedure for closing and securing offices.
√ Remember to bring your leave reports and time sheets up to date prior to your departure.
√ Please print out a copy of the insurance contact information.
√ Be sure to print out a copy of the Emergency Workers' Compensation Report
√ You may want to bookmark the Environmental Health and Safety web page
Those who will be on the critical work team during the closing should confirm their contact information is up to date with their supervisor prior to departure and review the emergency Worker’s Compensation Injury reporting process for that period.
Who is eligible?
This program is for full-time employees in established (non-OPS) positions. Qualifying employees may also assign part or all of their benefit to dependents meeting certain criteria.
What does it cover?
Employees may use the waiver for themselves for up to six credit hours
per semester (graduate or undergraduate). Dependents would be able to waive six credit hours of undergraduate or three hours of graduate level courses. The base tuition for authorized courses may be waived from the Student Account, but there may still be some fees to pay (for example, a Material and Supply Fee or Online Course Fee would still be the student's responsibility). Certain courses may not qualify (see the full details and recent updates on the HR Website for more information).
How to apply:
Employees wishing to use this benefit must apply for it every semester for which they intend to use the waiver. In "MyUWF", the "Employee Tuition Fee Waiver" application will guide eligible employees through the process. For more information, please contact Adrian Rowley at 850-474-2604, Daniela Casta 850-474-2921 or Jeff Comeau at 850-474-2610.
We are committed to continuously improving our web site. If you have questions, comments, concerns, or suggestions, we welcome your feedback.
Combined Annual Security & Fire Safety Report
The University of West Florida is committed to assisting all members of the UWF community in providing for their own safety and security. The 2016 – 2017 Combined Annual Security and Fire Safety Report is available on the University of West Florida Police Department website.
The website and booklet contain information regarding campus security and personal safety including topics such as: crime prevention, fire safety, university police law enforcement authority, crime reporting policies, disciplinary procedures and other matters of importance related to security and safety on campus. They also contain information about crime statistics for the three previous calendar years concerning reported crimes that occurred on campus; in certain off-campus buildings or property owned or controlled by the University of West Florida; and on public property within, or immediately adjacent to and accessible from the campus.
If you would like to receive a hard copy of the 2016–2017 Combined Annual Security and Fire Safety Report which contains this information, visit the UWF Police Department at Building 94 or request a copy be mailed to you by calling 850-474-2022. This information is required by law and is provided by the University of West Florida Police Department.