Procedure for Overtime and Compensatory Pay for Non-Exempt Staff Policy (813)
Effective Date: N/A
Definitions
“Overtime” is defined as time worked by a non-exempt employee in excess of 40 hours per week, unless specifically defined otherwise in a collective bargaining agreement.
“Workweek” is defined, for purposes of this policy, as seven consecutive 24-hour periods beginning Sunday at 12:01 a.m. through the following Saturday at 12:00 midnight. A department can change this established workweek only with the approval of the Associate Vice President of Human Resource Services. Unless specifically defined otherwise in a collective bargaining agreement, this definition of workweek shall apply to employees covered by collective bargaining agreements with the exception of employees performing work on a Kelly shift.
Overtime Compensation
Employees must obtain the approval of their supervisor prior to working any additional time which constitutes overtime. The supervisor is responsible for ensuring that employees do not work any unauthorized overtime. The employee is responsible for limiting overtime to that which is requested by the supervisor and for obtaining the advance approval of the supervisor for any overtime worked.
Non-Exempt Compensatory Time
In order to use non-exempt compensatory time in lieu of overtime compensation, an employee and his/her supervisor must reach mutual agreement prior to the employee working additional hours, which will result in overtime. No department is required to make non-exempt compensatory time available to employees. In the event a department does allow the accrual of non-exempt compensatory time with the employee's agreement, such agreement shall be reached with each individual employee.
Federal regulations allow for a maximum accrual of non-exempt compensatory time of 160 hours worked / 240 hours compensatory time. A department may establish a lower maximum accrual. Written notification of a lower maximum shall be provided to the Payroll Manager in Human Resource Services. Once the maximum allowable accrual has been met, the non-exempt employee shall receive overtime pay for all additional overtime worked.