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Overtime Reporting Policy and Procedures

欧美视频 Procedure

Procedure Name:  Overtime Reporting Policy and Procedures

Date Approved:  June 13, 2005

Procedure Category:  UCM Procedures & Guidelines

Date Effective:  June 13, 2005

Policy Authority:  Board of Governors Policy 1.2.040

Date Last Revised:  2024

Approval Authority:  University President

Review Cycle:  5 years

Responsibility:  Human Resources and Payroll Services

 

 

Purpose/Policy Statement

The university is committed to compensating its employees in a fair and equitable manner consistent with federal, state, and local applicable laws and regulations.  This policy sets forth information about how the university compensates nonexempt employees for overtime worked. 

Scope

This policy applies to nonexempt university employees. 

Definitions

In accordance with state and federal wage and hour regulations, overtime is time worked in excess of 40 hours in a workweek. 

A workweek is defined by law as 7 consecutive 24-hour periods. 

The 欧美视频 workweek is Sunday, 12:00:01 a.m. through Saturday, 12:00:00 midnight. 

Procedure

Supervisors are responsible for planning the work in their units so all duties can be completed by nonexempt employees during the normal work periods. However, employees may be required to work overtime when necessary for the efficient conduct of UCM business.

Any and all hours worked during the workweek, including those over 40, must be reported in the week in which the hours are worked. 

Any hours over 40 hours will be compensated at one and one-half times the employee鈥檚 regular base hourly rate of pay.

Example: An employee who earns $15.00 per hour is required to work 9 hours per day Monday to Friday for a total of 45 hours for the week. Under this option, the employee would earn $675.00 (45 X$15.00) straight time for 45 hours and $37.50 (5 X $7.50) for the five hours of overtime. Total earnings for this week would be $712.50. 

Nonexempt employees initially will be given the opportunity to volunteer for overtime work assignments. Overtime assignments will be distributed as equitably as practical to all employees qualified to perform the required work.

Employees who are assigned to work overtime may decline provided there is another qualified employee available and agreeable to perform the work, and the exchange is approved by the supervisor.

All overtime work must receive the supervisor's prior authorization and must be reported as time worked.

Updated in 2024 to reflect FLSA changes and minimum wage increases.  Minor formatting changes. 

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