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The Fair Labor Standards Act (FLSA) was established as federal law in 1938 to regulate the national minimum wage, overtime pay, child labor, and recordkeeping practices.  The FLSA determines whether or not an employee is eligible for overtime pay by setting a minimum salary and duties test.  Any employee paid under this minimum salary or who does not meet the duties test must be provided overtime pay or compensatory time for hours worked over 40 in a standard work week. 

On May 18, 2016, the U.S. Department of Labor (DOL) increased this salary threshold from $23,660 to $47,476. The Department of Labor also announced that it will automatically increase the threshold every three years and that employers will need to be in compliance with the new rule by December 1, 2016.

Update (11/23/2016): A Texas federal court has issued a preliminary injunction to stop the implementation of the Department of Labor’s new Fair Labor Standards Act (FLSA) overtime rules set to go into effect on December 1. The College’s Human Resources department sent out letters recently to employees who were to be transitioned from exempt to non-exempt status effective on November 16.  As a result of the preliminary injunction by the federal court and likely appeals to that decision, the College has elected to suspend our implementation of the changes until further notice.  Employees who received letters will remain in FLSA exempt status as applied prior to November 16.  

We are closely monitoring the progress of these legal actions and will communicate any updates or future FLSA transition plans to you all once we have further, clearer information.

Thank you for your patience and assistance as we navigate this complex matter.

Any specific questions can be directed to the College's HR Classification and Compensation team via e-mail.