Higher Education/Student Affairs Report Form for FLSA Changes
Note: This information is also shared on my blog post: http://bit.ly/2gMKS9B

Purpose of Survey:
The U.S. Department of Labor initiated a new rule for the Fair Labor & Standards Act (FLSA) named the "Overtime Final Rule" (OFR) to raise the salary threshold from $23,660 to $47,476 for the exempt employee classification. Full-time employees working 40 or more hours per week and paid less than $47,476 would have to be paid overtime or granted comp time. Institutions of higher education have worked over the last few months to either raise salary levels to the new threshold change an employee's status - often to clock in and out daily.

December 1st was when the new Overtime Final Rule (OFR) was meant to take effect. However, on November 22nd U.S. District Court Judge Amos Mazzant granted an Emergency Motion for Preliminary Injunction and thereby enjoined the Department of Labor from implementing and enforcing the OFR on December 1, 2016.

Institutions of higher education, as well as all businesses, no longer have to implement the OFR - for now. This is a delay and does not equate that OFR will never occur, although there is that possibility with a new administration in January.

Already I have seen student affairs professionals post on Facebook that their institutions are halting the changes - some have chosen to renege on salary changes. There are also many different ways that institutions have chosen to accommodate the OFR - some which benefit both institution and employee or some that benefit only the institution.

Therefore, in the intention of enhancing worker's rights within the field of higher education and student affairs, I have constructed this survey. Data will be shared publicly. Professionals can utilize the data to better advocate for their needs, resources, and work/life balance.

Survey Respondent Criteria:
1. Work at an institution of higher education in student affairs or related administrative areas (such as enrollment management).
2. Work full-time.

Survey Overview:
1. Purpose: Gather data on FLSA changes in higher education so that employees can share about their respective changes and learn how FLSA changes are being processed at other institutions. Currently, there is no comprehensive collection of data on FLSA changes at universities, so I hope this fills a data gap.This data is intended to help employees advocate for themselves in the workplace. This survey seeks information on the employee and the institution in order to provide fair comparison as needed. Questions can be directed to Niki Messmore at notesbynix@gmail.com

2. Information submitted will be public and unedited. Please anonymize yourself (and there are options to name your institution or just use your institution classification) as we want to minimize backlash that someone could experience. There are many identifying options that you can skip in order to feel more comfortable sharing information.

3. You may add as much personalized information as you like; questions that could more easily identify respondents have been made optional.

Survey Results Publication:
A summary will be posted on my blog, Dances with Dissonance. The raw data will be uploaded onto a public GoogleDoc excel spreadsheet.
Further Readings:
I have written about FLSA changes before and include resources at the end of my blog post if you would like to read more about the new overtime rule: https://danceswithdissonance.wordpress.com/2016/09/27/why-student-affairs-needs-to-support-flsa-changes-or-the-flsa-fairy-tale/

Direct updates on the new FLSA Overtime rule are posted by the Department of Labor: https://www.dol.gov/WHD/overtime/final2016/
About Me:
My name is Niki Messmore and I am undertaking this survey because I feel strongly that professionals should share openly about salary and benefits in order to better advocate for themselves, others, and their institutions. I graduated with a bachelor's degree in Political Science from Bowling Green State University in 2007 and proceeded to work in both higher education and nonprofits for 5 years. Following this, I earned my master's degree in Higher Education & Student Affairs from Indiana University in 2014. For the past two years I have worked as the Coordinator for Civic Engagement at an urban 4-year institution in Indiana.
LinkedIn Profile: https://www.linkedin.com/in/niki-messmore-higher-education

Institutional Descriptive Information
Institution Name (optional - you may instead answer categorical information below). Note: Please no abbreviations
Your answer
What type of institution do you work at?
Carnegie Classification: Type/Size of Institution; select your best estimation if you are unsure (source: http://carnegieclassifications.iu.edu/classification_descriptions/size_setting.php)
What state is your institution located in? (optional)
Your answer
What type of area is your institution located? This will help provide better perspective on salary requirements and a living wage. (Largest 100 cities for comparison: http://www.citymayors.com/gratis/uscities_100.html)
Institutional Responses to FLSA Overtime Final Rule
Has your institution already implemented changes to accommodate the FLSA Overtime Final Rule?
If they have not already, do you believe your institution will halt FLSA changes due to the injunction?
What steps, if any, has your institution or department taken to implement FLSA changes for employees UNDER the salary threshold ($47,476) who are full-time? Mark all that apply.
Demographic Information
What is your formal education achievement at this moment in time?
If you are currently enrolled in a degree program, please mark your anticipated degree. (optional)
What is your current title? (optional)
What functional unit do you work in? Please mark all that apply. (optional)
Does your position require you to be on call? (optional)
Prior to any FLSA Final Overtime Law changes, what was your employee status in regards to overtime?
What is your salary range prior to any FLSA changes your institution is undertaking?
The Personal Impact of FLSA Changes
What options to the FLSA Overtime Final Rule being are provided at your institution (for you, or in general) if the employee works over 40 hours in one week? Mark all that apply.
If you are in a position of working "on call" hours, feel free to elaborate on how FLSA changes are impacting your role. (optional)
Your answer
How many hours per week do you typically work as a full-time employee?
Open-ended response: Please describe, in as much detail as you choose, how your institution/division/department/office has implemented the FLSA overtime law - or - how your institution/division/department/office has not implemented any changes. (optional)
Your answer
What, if anything, do you wish your institution/division/department/office would have done differently in regards to the FLSA Overtime Final Rule changes? (optional)
Your answer
Overall, do you believe you are compensated fairly in your current position? This includes salary, benefits, vacation time, housing, etc.
Optional: If you would like to expand on the above question in regards to your views on the compensation for your position, you may do so here.
Your answer
Overall Opinions on FLSA
Do you approve of how your institution has responded to the FLSA Overtime Final Rule?
Do you approve of how your division/department/office has responded to the FLSA Overtime Final Rule?
Do you feel supported by your supervisor, in regards to the FLSA Overtime Final Rule?
Overall, do you approve of the U.S. Department of Labor's FLSA Overtime Final Rule?
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