5XÉçÇø

Kent State is providing several options to affected employees. These voluntary options will occur on your last semi-monthly paycheck on December 31, 2024:

• Paid for 40 hours of vacation (from your vacation leave bank of hours) and 40 hours of advanced pay.
• Paid for 80 hours of advanced pay.
• Paid for 40 hours of vacation (from your vacation leave bank of hours) only.
• Paid for 40 hours of advanced pay only.
• Or you may choose not to do any of these options.

The following changes will occur:

• You will be paid your last semi-monthly paycheck on December 31, 2024, for days worked, December 16, 2024, through December 31, 2024. You will begin recording your daily hours worked in TimeClock Plus starting January 1, 2025.
• You will receive your first bi-weekly paycheck on January 24, 2025, for days worked from January 1, 2025, through January 11, 2025. Please note that this paycheck will only be for 8 days of pay.

Yes. Your annual salary will be converted to an hourly pay rate. You will be paid biweekly (every 2 weeks for a total of 26 pays in a year) instead of semimonthly (2 times a month for a total of 24 pays in a year). The important thing to remember is over a 12-month period, you will earn the same amount as you have been.

Contact the Human Resources Compensation team at compensation@kent.edu. For time reporting questions, contact Payroll at payroll@kent.edu.

Unfortunately, no. This is a federal requirement and there could be penalties for 5XÉçÇø if we are not in compliance.

The impacted employees will be notified via email by late November/early December.

A workweek is any set of seven consecutive 24-hour periods during which an employee is expected to perform their duties. Under the FLSA, it is mandatory for an employer to establish the definition of their workweek. 5XÉçÇø defines its workweek as starting on Sunday and ending on Saturday.

Under the new federal rules, if an employee’s annual salary is below the new minimum salary threshold of $58,656 annually, the employee will be considered non-exempt and, therefore, eligible for overtime and/or compensatory (comp) time.

Employees exempt from overtime and receiving an annual full-time salary under $58,656 will now be considered unclassified and non-exempt.

As a result:

The new salary threshold is effective January 1, 2025, but organizations can decide to implement it before this date.