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With the new FLSA requirements kicking in December 1, 2016, my organization (a state-wide cause-related not-for-profit with approx. 25 staff members) will have roughly half of our employees shift from being "exempt" to being "non-exempt" with respect to FLSA requirements including overtime, etc. (currently only one of our employees is non-exempt). We're working through the legal requirements, etc., but I have to believe that there will be some challenges with that many people suddenly needing to more carefully watch their time (including the currently untracked evening email/phone call time as volunteers from our program make contact outside of business hours). I'm particularly concerned about potential changes in culture caused by this (we currently have a very strong team-focused culture).

Has anyone had any similar situations and, if so, what are some lessons learned that could be of use to us?

tmliz's picture

We're also worried. Our entire senior team (small non-profit) EXCEPT one will transition. Very worried about the cultural shift. We all have the mentality of "do-what-needs-to-be-done" and I'll worry about logging night/weekend hours. I really do fear it's going to change how things work around here.

So - no actual advice, just wanted to sympathize!

williamelledgepe's picture

Checkout this related discussion post...

https://www.manager-tools.com/forums/best-way-track-billable-time-without-risk-exempt-employee-reclassification 

My experience when tracking time very closely (as if non-exempt employee even though we were exempt) did not diminsh the do-what-is-needed attitude.  My situation was in an organization that collect revenue by billing for hours worked - may be different in your case - but my experience was pretty uneventful from a time keeping standpoint (except for the annoyance of actually havign someone track you down if you hadn't filled in your time card).