AEE FLSA Exemption Designation

AEE Exempt Members,

You may have already received notification from HR that your FLSA status is changing to non-exempt. For members that were FLSA exempt, AEE bargained last year to change everyone to non-exempt. You may wonder why this is happening. It is a result of the Workday changes in pay practices. DAS / Workday decided to pay everyone who is overtime eligible on an hourly basis. AEE was unique in having exempt employees eligible for overtime but remain salary. DAS was having trouble figuring out if Workday could pay correctly in this situation when moving to the overtime eligible being hourly set up in the system. To ensure our members get paid correctly, it was easier for everyone to become non-exempt. This impacts around 280 members (out of ~1100). The only other impacts in our collective bargaining agreement we could find is the State can no longer discipline by suspending on a weekly basis and all members will now be eligible for inclement weather leave. Also, there will be a tax benefit for those earning overtime and are non-exempt. 

AEE wanted to get ahead of State messaging, but they beat us to it. They only told us last week that they had finally figured out how they were going to implement the change and that it was going to be done in October. This is the second time in as many weeks that they have said messaging would go out later, and then it comes out much sooner than what they said.

If you have questions about the exemption status, please contact the office at office@aeeo.org. 

In Unity,

AEE