As a condition of employment, employees may be required to work overtime.
Overtime is the time worked in excess of 40 hours per week on one or more
University jobs. Overtime worked at the request of the supervisor may
be compensated for either by pay or by time off. Work allowed but not
requested by a supervisor, which qualifies as overtime, is treated as
All employees, except those whose jobs are designated as "V"
class (Rule 11, Section 2), shall be paid at the rate of time and one-half
for work in excess of 40 hours per work week on one or more University
Instead of being paid, employees may choose to take compensatory time
off at a later date at the rate of time and one-half.
Time allowed in excess of 40 hours per week. Note: Working through
lunch or work breaks may not be included in the the calculation of
overtime since these are required under Rule 10, Section 1.
Compensation paid at the rate of one and one-half hours worked for
every hour of overtime.
Time off granted in lieu of pay at the rate of one and one-half hours
for every hour of overtime worked.
Bi-Weekly Time Sheet:
The form upon which all overtime hours must be recorded and approved.
The employee should indicate whether the time is to be paid or taken
as compensatory time at a later date. The forms must be signed by
the employee's supervisor or other designated official and kept in
the department as an official time record.
A designation given to some supervisory and professional classifications.
These individuals are not eligible to be paid for overtime.
Prior authorization is required before working overtime. Employees
may not work overtime unless specifically requested to do so by their
supervisors. When requested, the employee will be expected to work
the overtime unless this would cause serious hardship.
As the policy states, "Instead of being paid, employees may
choose to take compensatory time off at a later date at the rate of
time and one-half." No employee may accumulate more than 160
hours of actual overtime hours worked. Compensatory time must be scheduled
and used within each calendar year. Any accumulated compensatory time
not used by December 31 each year will be paid out on the bi-weekly
payroll for that week. The only exceptions to the last two items would
be if a union contract prohibited this.
Recording the Time:
Overtime should be logged on a bi-weekly time sheet and indicate
whether or not an employee wishes to be paid or receive compensatory
time. Employees should write down only the number of hours that they
actually worked. Payroll will convert those hours to time and one-half
when they run the time sheets for the pay period.
The supervisor must sign the time sheet authorizing the overtime whether
it is to be paid or taken as compensatory time.
*Note: Members of bargaining units are required to follow overtime
procedures specified in their contracts.