Classification and Compensation
The University of Idaho is committed to providing an equitable and fiscally responsible compensation and classification program that will attract, retain, develop, and reward staff. Human Resources is responsible for administering the University’s employee classification and staff compensation plans. We do this by:
- Serving as a resource for supervisors on job design and position description review
- Review and approve staff job descriptions for adherence to university standards
- Administering the staff market-based compensation system
- Developing and implementing staff job families and university titles
- Calculating staff target salaries
- Making Fair Labor Standards Act (FLSA) exemption determinations
- Managing employee position classification
- Determining employment, contractor and volunteer relationships
- Issuing staff salary agreement and salary letter renewals
FLSA Overtime Changes
In April 2024, the Department of Labor (DOL) issued a final rule to alter the overtime pay regulations under the Fair Labor Standards Act (FLSA). The rule increases the minimum salary threshold for most exempt (not eligible for overtime) employees to $43,888 on July 1, 2024 and to $58,656 on January 1, 2025. The rule also implements automatic updates to the minimum salary threshold that will occur every three years.
As these changes are implemented, current exempt employees with annual salaries below the threshold may become overtime eligible. HR will monitor the changes and will work with any employees and departments affected once we have determined the impact.
Please reach out to hr-classcomp@uidaho.edu with any questions.