Fair Labor Standards Act
Non-Exempt SEIU Classifications
and P&S "Split" Classifications
Classifications and Job Codes
(Listed by Pay Grade/Salary Level)
SEIU Grade 4
| Imaging Technologist | PT44 |
SEIU Grade 5
| Activity Therapist | PD40 |
| Electroneurodiagnostic Technologist | PT47 |
| Hospital Mortician | PK36 |
| Nuclear Medicine Technologist | PK20 |
| Nuclear Medicine Technologist-Positron Emission Tomography | PT01 |
| Radiation Therapist | PT36 |
| Respiratory Therapist | PK71 |
| Senior Imaging Technologist | PT16 |
| Sonographer |
PK77 |
SEIU Grade 6
| Counselor – Substance Abuse | PD41 |
| Senior Nuclear Medicine Technologist | PT05 |
| Senior Nuclear Medicine Technologist-Positron Emission Tomography | PT08 |
| Senior Radiation Therapist | PT04 |
P&S Salary Level 2 (FLSA status specific to individual positions)
| Administrative Services Coordinator | PAA1 |
| Audio/Video & Electrics Coordinator | PED1 |
| Collections Management Assistant | PEA1 |
| Fabrication Coordinator | PEB1 |
| Performance Event Management Coordinator | PEG1 |
| Performing Arts Programming Coordinator | PEF1 |
| Piano Technical Coordinator | PEO1 |
| Production Management Coordinator | PEJ1 |
| Revenue Cycle Representative | PVC1 |
| Stage Management Coordinator | PEC1 |
| Supply Chain Assistant | PBH1 |
| Ticketing Coordinator | PEH1 |
P&S Salary Level 3 (FLSA status specific to individual positions)
| Academic or Clinical Program Management & Services Associate | PCC1 |
| Academic/Scientific Writer/Editor | PMA1 |
| Data Analyst | PID1 |
| Engineering Assistant | PWB1 |
| Glassblower | PRQ1 |
| Paralegal/Legal Assistant | PNC1 |
| Support Services Specialist | PVD1 |
The Fair Labor Standards Act (FLSA) is a federal law that was first enacted in 1938 to protect the rights of employees, particularly in regards to fair pay practices. The law was revised and the new provisions took effect on August 23, 2004. In order to be in compliance with the new revisions, The University of Iowa conducted an in-depth review of all Professional and Scientific classifications to determine whether they were exempt or non-exempt from FLSA provisions.
Each employee is either non-exempt (covered) under FLSA or is exempt from the act based on the responsibilities of their position and their salary. For a position to be exempt from the act, it must meet one of five exemption tests:
- Administrative
- Professional
- Executive
- Computer
- Outside Sales
For more information concerning these exemptions, please visit The United States Department of Labor web site. If a position does not meet any of these exemptions, it is then considered to be non-exempt under FLSA and subject to the pay practices outlined in the act. Any employee who earns less than $23,660 per year ($455 per week) is automatically non-exempt under FLSA regardless of classification title or duties. The salary test does not allow the University to prorate the salary based upon percent of time. It is a fixed amount that is not subject to review.
If you have any questions or comments concerning the FLSA status of a position or classification, please contact your Human Resources representative.
Page Last Updated November 2011