Classification & Compensation Analysis
Classification and compensation analysis provides competitive, fair compensation and maintains a standardized, equitable classification system.
RFHR obtains Economic Research Institute (ERI) survey data and analyzes internal benchmarks to ensure equity. We follow SUNY RF’s Position Classification Policy and Position Classification Procedure to ensure internal standards are fair, equitable and in compliance with current federal and state laws.
Please email [email protected] to request an in-depth classification and compensation analysis for a particular position.
Fair Labor Standards Act (FLSA) Classification
A salaried employee is an individual who receives the same salary from week to week and who is paid on a salaried basis.
Exempt employees must be paid on a salary basis.
Non-exempt employees may be paid on a salary basis if they are consistently working the same number of hours each week. Salaried non-exempt employees must still receive overtime in accordance with federal and state laws.
Exempt employees are a category of employees set out in the Fair Labor Standards Act (FLSA).
When an employee is exempt, it primarily means that they are exempt from receiving overtime pay — except for certain highly paid computer professionals and outside sales employees.
An individual who is not exempt from Fair Labor Standards Act (FLSA) overtime provisions is therefore covered by the FLSA’s provisions.
Non-exempt employees are therefore entitled to receive overtime for all hours worked beyond 40 hours in a work week, as well as any state overtime provisions.
An hourly employee is an individual who receives an hourly wage for work performed.
Such individuals, due to the method of payment, are classified as non-exempt employees and are subject to Fair Labor Standards Act (FLSA) overtime provisions.
Employees who work on a varied schedule (such as a different number of hours each week) should be paid on an hourly basis.
Note: A Job Description with the percentage of time for each essential function is required for all positions. Duties must be accurately reflected to ensure a proper classification and compensation analysis.