Overtime

Purpose

The purpose of this Policy is to comply with Federal and State laws regarding overtime payments to non-exempt employees of the University.

Policy

Depending on University work needs, employees will be required to work overtime when requested to do so. Prior approval of a supervisor, however, is required before any non-exempt employee works overtime. Employees working overtime without approval will be subject to disciplinary action up to and including termination.

Non-exempt employees are eligible for additional pay for work performed 40 weekly hours. After the employee has worked 40 hours, all additional time is paid at a rate of 1½ times the employee’s hourly rate. Time paid for but not worked (time off for a holiday, sick leave, vacation leave, or any leave of absence, etc.) is not considered in calculating overtime.

Employees are responsible for recording time worked through the University’s timekeeping system. Employees who work overtime but do not record that time on their daily time records will be subject to immediate termination. If your supervisor or any other employee of the University requires you to work overtime and directs you not to record that time on your daily time record, you must report that request immediately to the Director of Employee Services or to the Payroll Manager. Any employee, who is aware of someone being required to work overtime without recording that time or someone working overtime and not recording that time, must immediately notify the Director of Employee Services or to the Payroll Manager. The University will promptly investigate any unpaid overtime situation brought to its attention to determine whether there has been a violation of this Policy. It is the obligation of all employees to cooperate in an investigation. The University’s non-retaliation policy applies to any employee who reports that he/she has been directed to not accurately record time or who cooperates in any investigation relating to such a report.

Each day, the time the employee starts and finishes work must be recorded on a time sheet. The employee’s supervisor must approve all hours worked at the end of each pay period. All additional overtime worked must be approved by a supervisor each day.

Definitions

Non-Exempt Employee—employees who primarily perform work subject to overtime provisions of the FLSA and for whom overtime pay is required by federal law.

Overtime—the hours worked in excess of 40 hours in any one work week.

Procedures/Guidelines

Not Applicable.

To learn more about this policy or the supporting procedures, please contact Employee Services.

Policy updated on: Oct. 24, 2018