502 - Overtime
The standard work schedule is 8:00 a.m. to 5:00 p.m. with an hour for lunch, Monday through Friday. This standard schedule equals 40 hours per week, which is defined as 100% full-time equivalent.
Any department head may have an individual or a group of staff members work an agreed upon schedule that deviates from the standard, but the schedule must be approved in advance by the appropriate Vice President and the Vice President for Administration.
For payroll purposes, the standard workweek consists of seven days, 12:01 a.m. Monday through midnight the following Sunday.
Regular, Full-time staff - The 1st of each month through the last day of the month.
Regular, Part-time staff – The 11th of the month through the 10th of the next month.
Temporary staff – The 11th of the month through the 10th of the next month.
Student staff – The 1st of the month through the last day of the month.
Overtime Fair Labor Standards Act Requirements:
The following rules apply to exempt staff:
1. Staff members classified as exempt from the Fair Labor Standards Act are not eligible for overtime pay. The act does not require that these individuals be compensated for hours worked in excess of their regular schedule.
2. Exempt staff must record all leave time on a monthly timesheet and submit it each month for their supervisor’s review. The staff member’s supervisor and budget administrator must review and approve the timesheet each month before it is submitted to payroll.
3. If corrections or modifications are made to the attendance record, both the staff member and the supervisor must verify the accuracy of the changes by initialing the correction on the attendance card.
The following rules apply to non-exempt staff:
1. Staff members classified as non-exempt from the Fair Labor Standards Act must be compensated for hours worked in excess of 40 hours per workweek.
2. Non-exempt staff may not work more than the standard number of hours in their work schedule without prior authorization from their supervisor(s). If a staff member works overtime without permission, the university is still obligated under the Fair Labor Standards Act to pay that staff member for overtime worked, although the employee may be subject to disciplinary action for not adhering to university policies.
3. Non-exempt staff members who work more than 40 hours in one workweek must receive overtime pay at the rate of 1 ½ times their regular hourly rate for each hour worked in excess of 40 hours per workweek. Overtime requirements may not be waived by agreement between the supervisor and staff member.
4. Non-exempt staff members will be compensated for all overtime worked during a pay period on the next regular pay date after the period in which the overtime was earned. The law requires the university to either adjust the staff member’s work schedule to 40 hours or less per workweek, or pay overtime for hours worked in excess of 40 per workweek.
5. Hours for which non-exempt staff members are regularly paid, but do not actually work due to an official holiday or vacation days, are counted in establishing the number of hours worked within a workweek for overtime computation purposes.
6. Hours for which non-exempt staff members are paid, but do not actually work due to paid time off other than holiday or vacation, are not counted in establishing the number of hours worked within a workweek for overtime computation purposes.
7. Non-exempt staff members are required to record the total hours worked each day on a monthly timesheet. Staff members using a time clock are not required to record hours worked on a timesheet.
8. If corrections or modifications are made to the time record, both the staff member and the supervisor must verify the accuracy of the changes by initialing the time record.
9. Accurately recording time worked is the responsibility of each non-exempt staff member. Federal and state laws require Drury to keep an accurate record of time worked in order to calculate pay and benefits. Altering, falsifying, tampering with time records or recording time on another staff member’s time record may result in disciplinary action, up to and including termination of employment.
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