This section spotlights up-to-date information of events, developments, and updates of Human Resources and its support of the University community.
New FLSA Overtime Rule
On May 18, the U.S. Department of Labor (DOL) released the “final rule” raising the salary threshold for white-collar job exemptions from overtime pay under the Fair Labor Standards Act (FLSA). This “final rule” (an official governmental term) comes nearly a year after the DOL published a Notice of Proposed Rulemaking.
The new rule changes the federal guidelines for overtime pay requirements under FLSA for higher education institutions along with all other organizations.
FLSA is the federal law which establishes minimum wage, overtime pay eligibility, recordkeeping, and child labor standards affecting full-time and part-time workers in the private sector and in federal, state and local governments.
University of Denver’s Human Resources department has been following the DOL proposal for quite some time and is preparing to meet with each division/unit leader to discuss the impact in their areas.
Here are a few quick facts about the new rule:
- The new minimum salary threshold to be eligible for overtime pay has been set at $47,476 per year. The current threshold is $23,660 annually. This means employees paid up to $47,476 will be eligible for overtime pay.
- Employers will need to be in compliance with the new regulations by December 1, 2016.
As with most federal regulations, it will take time to fully understand the impact of this rule. So while it's too soon to talk about specific impacts to individual positions within units, we will be meeting with division/unit leaders and sharing information as it relates to their units.
Benefitted Faculty and Staff Members:
Benefits plan rates for the 2016-2017 plan year are here. As you review the rates, please keep in mind that while the cost for all health care plans will increase effective with the new plan year on July 1, 2016, the University has worked hard to ensure that the percentage of costs paid by employees is consistent with prior years. This means that while costs are up for both employees and the University, we took care to ensure employee costs toward the plans remain affordable and our employer-sponsored plan remains financially sustainable.
You’ll note on the rate sheet two sets of costs for each offered health care plan. The top chart shows rates if you participate in the Wellness Incentive Program and earn the 2016-2017 health care premium discount. DU offers a significant premium credit–$325 annually for employee-only and employee+children coverage, $650 annually for employee+spouse/partner and employee+family coverage–when you (and your covered spouse/partner) complete the Wellness Incentive Program.
All employees currently on a DU-sponsored health plan are required to reach the gold level (5000 points) by May 15, 2016 to earn the 2016 – 2017 Plan year premium incentive. New opportunities open each month on the portal to help you reach your goals and ensure you will have no trouble reaching the point thresholds. If your spouse/partner is covered on your plan, you must both participate in the program to receive the premium incentive. That means that your spouse/partner also needs to create an account on the portal and reach the gold level by May 15, 2016 to earn the incentive for the plan year effective July 1, 2016.
For those of you at the Bronze level currently earning the premium discount, you’ll continue to receive your discount through June 2016, the end of the current plan year.
If you are a new employee on a DU-sponsored health plan you (and your spouse/partner, if covered on your plan) are granted 60 days from the start of your health plan to complete the Total Health Assessment (online) and a biometric screening to receive the insurance premium incentive.
Benefits Info (FY17) July 1, 2016 -- June 30, 2017
2015 Years of Service
On behalf of the entire University community, we would like to take this opportunity to thank each and every one of the University's faculty and staff members for their hard work, creativity, service, and dedication that together, we make DU a great institution!
Please visit here to access the 2015 Years of Service Booklet.
As an employer, the University of Denver is in line with the Supreme Court ruling making same-sex marriage legal in all states. The University has for many years provided same-sex partner benefits in keeping with our commitment to an inclusive and welcoming community for all. One change that might be in order for same-sex partners is to review tax withholding; here's more information.
If you have any questions, please email PerformanceManagement@du.edu.