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
It is the policy of Lynn University to comply with the overtime provisions of the Fair Labor Standards Act (FLSA), as well as applicable state law. For purposes of calculating overtime correctly, the workweek at the university begins at 12:00 a.m. (midnight) Monday and ends at 11:59 p.m. the following Sunday.
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. Non-exempt employees working overtime without approval will be subject to disciplinary action up to and including termination. Note that the number of hours in a non-exempt employee's work week does not include the meal period, unless the person is actually on duty that time.
Non-exempt employees are eligible for additional pay for work performed over forty (40) weekly hours. After the employee has worked forty (40) hours, all additional time is paid at a rate of 1½ times the employee’s hourly rate. Paid absences (time off for a holiday, sick time, vacation leave, or any paid leave of absence, etc.) will not be counted as hours worked and is not considered in calculating overtime. In addition, in accordance with Section 7(o) of the FLSA, the use of compensatory time instead of overtime is prohibited.
Non-exempt employees are responsible for recording time worked through the university’s timekeeping system. Non-exempt 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 Employee Services. 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 Employee Services. 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 in the university's timekeeping system. The employee’s supervisor must approve all hours worked at the end of each pay period.
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 forty (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.