Minimum Wage FAQs
UAB Campus Minimum Wage $11 Change
Frequently Asked Questions
Q: What is the current minimum wage?
A: Currently, the federal minimum wage is $7.25 but for UAB, the minimum wage for 01 regular employees is currently $8.24.
Q: When was the last time UAB increased the minimum wage?
A: UAB last increased our minimum wage in 2007.
Q: What is the new minimum wage?
A: UAB and UAB Medicine will raise the minimum wage for regular employees to $11 per hour. UAB Medicine will raise the minimum wage for 02 and 04 irregular employees to $11 per hour, except for Temp Services employees who will move to $9.
Q: What is the effective date for this change?
A: The effective date will be March 20, 2016 and will be reflected on the April 8, 2016 pay check.
Q: Who is eligible for the move to $11?
A: Employees in 01 regular full-time status and 03 regular part-time status will be eligible for the change. Employees in UAB Medicine in 02 and 04 irregular status will be eligible for the change to $11. Employees in UAB Hospital in a Temp Services title will move to $9.
Q: Will students move to the new minimum wage?
A: There will be no change to student pay rates. The minimum wage for students will remain at the federal minimum wage level consistent with other colleges and universities.
Q: Who is considered a student?
A: Students include those in category 06 Student, 11 Work Study and those student employees in job title Non-UAB Student Asst.
Q: How many current employees will this affect?
A: UAB has more than 1,100 current employees expected to benefit directly from this increase when it goes into effect.
Q: Will compression be addressed for all employees?
A: Compression will be addressed for UAB Medicine in July 2016. For the University, the soonest compression might be addressed is in October at the beginning of FY17. The FY17 Compensation Guidelines published in June will provide guidance.
Q: Will ACT documents have to be processed for all employees to receive an adjustment to $11?
A: ACT documents for these adjustments will be processed centrally and bypass user approvals.
Q: Will I be allowed to adjust my temporary employees to $11 in March if I have the dollars in my budget to cover?
A: Yes. You will need to create the ACT document for your temporary employees using a March 20, 2016, effective date and document reason of Salary Schedule Adjustment.
Q: Will salary ranges change?
A: Salary ranges will change for FY17 and be distributed with FY17 Compensation Guidelines.
Q: For a vacant position that has been budgeted below $11/hr, does the department now use $11 as the new rate in filling out the recruitment request?
A: Yes. $11 is the new minimum hiring rate for 01 regular full-time and 03 regular part-time.
Smartphone Use for Nonexempt Employees
What You Need to Know
- Any work related to a non-exempt employee’s job that is done at home or offsite is compensable, including answering work-related emails using any personal computing device. i.e. – PC, smart phone, tablet, etc.
- When a supervisor knows or should have known that work is being done and permits the employee to do so, the work must be counted toward overtime.
- An employee cannot volunteer to work “off the clock” in most cases and is not permitted to waive their rights under the FLSA.
- Non-exempt employees who choose to access their work email through personal computing devices such as smart phones may not do so during non-working hours without prior approval from an appropriate supervisor. Any time spent accessing, reading and/or responding to work-related e-mail or working on other electronic work materials is compensable under the FLSA.
- The supervisor’s responsibility is to ensure that all non-exempt employees understand that they are not to read and respond to work-related emails during nonworking hours without prior approval in order for it not to count toward overtime.
UAB FLSA FAQs
Q: What is a bi-weekly employee’s FLSA status?
Q: What is a monthly employee’s FSLA status?
Q: Our work volume is low and I don’t need all of my employees today. Do I need to pay my employee for time not required to come into work?
A: For bi-weekly employees, no. Employees must only be paid for hours worked. For monthly employees, yes. Employees must be paid their entire salary regardless of the amount of work performed in a week. (See exceptions on page 5 of this document).
Q: Do I need to record arrival and departure time for my employee?
A: For bi-weekly employees, yes. For monthly employees, no.
Q: Do I need to record and pay overtime for my employee?
A: For bi-weekly employees, yes. Employees must receive 1.5 times their rate of pay for all hours worked over 40 in the 7 day workweek. Example: Joe is paid $10 dollars an hour. His overtime pay would be $15 dollars an hour. For monthly employees, no.
Q: Do I need to record time off work of less than 4 hours for my employee? Example: doctor’s appointment.
A: For bi-weekly employees, yes. If a request for time off is approved, employees can use accrued sick or vacation time. If no accrued time is available they can have unpaid time off. For monthly employees, no.
Q: Do I need to record time off of 4 or more hours for my employee? Example: Vacation
A: For bi-weekly employees, yes. If a request for time off is approved, employees can use accrued sick or vacation time. If no accrued time is available they can have unpaid time off. For monthly employees, yes. If a request for time off is approved, employees can use accrued sick or vacation time.
Q: Can my employee take breaks?
A: For bi-weekly employees, yes. UAB policy allows your employees to take up to two 15 minute paid breaks if a department’s work load permits. This time should not be saved and added to the end of a shift or used to extend or in place of lunch. For monthly employees, yes. You should discuss break options with your employee. UAB policy allows employees to take up to two 15 minute paid breaks if a department’s work load permits. This time should not be saved and added to the end of a shift or used to extend or in place of lunch.
Q: Does my employee have to take a meal break?
A: For bi-weekly employees, yes. A meal break should be factored into your employee’s work schedule. The employee should be relieved of all duties and allowed to take an uninterrupted unpaid break of at least 30 minutes or more for meals. For monthly employees, no. Your employee is not obligated to take a meal break. If an employee needs to work through a meal period to meet the demands of business, they are allowed to do this.
Q: Can the minimum salary of $23,660 per year or $455 per week required under FLSA be prorated to reflect the part-time status of an employee?
A: There is no provision to prorate the salary requirement of $455 per week when an employee’s hours are reduced. The employee must receive a salary of at least $455 in each week in which he or she performs any work regardless of the number of days or hours worked to qualify for the exemption. Click for DOL Opinion Letter
Q: Are teachers, instructors and trainers FLSA-exempt?
A: Teachers are exempt if their primary duty is teaching, tutoring, instructing or lecturing in the activity of imparting knowledge, and if they are employed and engaged in this activity as a teacher in an educational establishment.