No./Title: 445 – OVERTIME
Resp. Office: HUMAN RESOURCES
Effective Date: 03/01/2014
Last Review: 08/24/2018
Next Review: 08/24/2021
Contact: Damon Davis
To clarify the definition of compensable work time under the Federal Fair Labor Standards Act (FLSA); to clarify the guidelines governing eligibility for overtime premium compensation in accordance with FLSA and University policy; to clarify the procedures for recording, banking, and using compensatory time off.
WHO IS AFFECTED?
Staff and student employees in non-exempt wage and hour categories who, due to the needs of the university, are required to work in excess of 40 hours per week.
- When Overtime Occurs
Overtime begins to accrue once a non-exempt employee has exceeded 40 hours of time worked in a one week period. Holidays and administrative closing are counted as hours worked when calculating overtime. The university’s standard workweek for pay computation purposes is 12:01 a.m. Monday through 12:00 midnight Sunday.
- How Overtime is Paid
Generally, the employee may be paid for overtime at the rate of one and one half times their regular hourly earnings. Alternatively, employees who have earned overtime will receive compensatory time off equal to one and one half times the amount of overtime worked.
- Reporting Overtime
Overtime is reported in IRIS on the appropriate time report. It is imperative that overtime be reported accurately.
- Compensatory Time
Compensatory time may be requested in lieu of paid overtime. An employee will use the timesheet to document compensatory time. The supervisor will review and approve the recording and use of compensatory time.
A maximum of 240 hours of compensatory time may be banked. Campus police employees may bank up to 480 hours.
Compensatory time should be used within the same pay period when possible.
- Legal Implications
It is inappropriate and unlawful for any manager, supervisor, faculty member or research director to suggest to a non-exempt employee that he/she should not report overtime hours, put any pressure on a non-exempt employee not to report all time correctly, or even allow or require a non-exempt employee to work uncompensated overtime. Time reports are State records and should be accurately kept and submitted for appropriate legal payment. FLSA requires an honest, true, and accurate recording of time.