Overtime

As a supervisor, you need to know the University's policies regarding overtime.

Applicability

Exempt employees — so called because they are exempt from the overtime provisions of the Fair Labor Standards Act (FLSA) — are paid an established monthly salary and are expected to fulfill the responsibilities of their positions regardless of hours worked. They do not receive overtime compensation or compensatory time off. Non-exempt employees are entitled to be compensated for all overtime worked. Check the Title and Pay Plan to see if a position is considered exempt or non-exempt.

Scheduling Overtime for Non-Exempt Employees

Overtime for non-exempt employees may be assigned by the department to meet essential operating needs and must be approved in advance. However, if overtime is worked, it must be compensated — whether it was approved or not. Therefore, it is important to manage and monitor overtime carefully. Review the applicable collective bargaining agreement for information on how to assign overtime to represented employees.

Compensation for Overtime

Generally, employees who are eligible for overtime are compensated at the premium rate (1½ times the regular rate of pay) for hours worked in excess of 40 hours of actual work in a work week. Certain job titles are subject to different rules, so be sure to check the appropriate policy or collective bargaining agreement, or contact your payroll/personnel department.

Compensation Options

Departments generally have two options for compensating premium overtime — pay or compensatory time off. However, eligible employees are entitled to choose payment for overtime. Some collective bargaining agreements contain provisions for how employee preferences are to be expressed and documented.

Need More Help?

Overtime is a complex topic that is subject to a number of laws, policies and regulations. Review any collective bargaining agreement that may apply, and contact your payroll/personnel department for assistance. You may also contact any of these offices: