7.09 / Additional Compensation (Hourly Employees)

Policy

1. No employee should work more than their assigned time without the knowledge and prior approval of the supervisor.

2. Compensatory Time

   Compensatory time is hours physically worked over 40 hours in a work week by non-exempt University employees. The extra hours worked accrue at time and a half. Compensatory time off shall not exceed a total of 60 hours at any point in time and should be used in a reasonable period of time, generally within a twelve-month period from when accrued.

3. Overtime

   Overtime is hours physically worked over 40 hours in a work week by non-exempt University employees. The employee will receive compensatory time for the extra hours at time and a half unless overtime pay is approved, in advance, by the employee's budget officer.

   When calculating overtime or compensatory time, fractions of hours of 15 minutes or more can be compensated for overtime and are to be reported in hundredths of hours. The following chart can be used to calculate overtime worked and to maintain an accurate daily record.

   • 8 to 22 minutes = 0.25 hr
   • 23 to 37 minutes = 0.50 hr
   • 38 to 52 minutes = 0.75 hr
   • 53 to 67 minutes = 1.00 hr

4. Extra Straight Hours

   Any additional hours worked during a workweek, when paid leave is also used or a holiday occurs in the week, will be paid at the regular straight time rate. Extra straight hours can also be earned by a less than full-time employee working extra hours in addition to their scheduled workweek.

5. Shift Differential

   A normal day shift will fall entirely within the hours of 7:00 a.m. and 7:00 p.m. Hourly employees who work a regularly scheduled shift of hours other than the standard workday may be paid a shift differential of $0.60 per hour during 2nd shift hours and $0.75 during 3rd shift for all hours worked. Employees do not receive shift differential pay for hours credited on any type of leave or holiday.

6. Use of Compensatory Time

   Use of compensatory time, as time off, is generally authorized instead of payment of overtime.

   When an hourly employee is scheduled to work additional time that would result in the employee's receiving overtime compensation (provided the employee is notified in advance of the change), the supervisor may give the employee equivalent time off, on an hour-for-hour basis, in the workweek in which the additional time is worked and the time is taken at a time agreeable with the supervisor. The supervisor should grant compensatory leave on the date(s) requested unless doing so would unduly interrupt the operations of the department or unit.