C2. Overtime Compensation

2. Overtime Compensation

C.2.01 Eligible Employees:

All employees who are not exempt from the provisions of the Fair Labor Standards Act (FLSA) are eligible for overtime. The Human Resources Department is responsible for designating positions as "exempt"' or "nonexempt:" Employees not exempt from the provisions of the FLSA shall be paid at least minimum wage and receive compensation for overtime under the conditions specified in the Act.

C.2.02 Requirement of Compensation:

Employees classified "non-exempt" must be compensated for all hours worked in excess of forty- (40) hours in a standard work week. Overtime is defined as all hours worked over 40 hours in the standard workweek. The System's standard workweek is defined as midnight Sunday through midnight Saturday. Time taken off as vacation, sick, compensatory leave or other leaves is not considered among hours worked.

All hours a non-exempt employee is "suffered, permitted or required to work" for the System must be compensated. This includes hours worked in the office, at home, or away from the System.
All overtime must be approved in writing and in advance by the supervisor
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C.2.03 Assignment of Overtime:

Overtime shall be assigned when it is determined to be necessary by the immediate supervisor, and it shall be reported to the cost center manager. It is the supervisor's responsibility to ensure that no unauthorized overtime is worked and to maintain appropriate records which track the actual days and hours of overtime worked, compensatory time earned and compensatory time taken.

C.2.04 Distribution of Overtime:

To the extent possible, when several eligible employees doing substantially the same work may be called upon to work overtime, overtime hours shall be distributed as fairly as is feasible considering the nature of the assignment so as not to unfairly favor any particular employee(s).

C.2.05 Compensatory Time in Lieu of Overtime:

Overtime compensation may be in the form of compensatory time off at the rate of one and one half hour for every hour worked in excess of forty (40) hours in a standard work week, or cash payments at the rate of one and one half times the regular rate of pay for all overtime hours. Each stands alone.

It is the System's policy that full-time employees who work overtime hours in non-exempt jobs are normally to be compensated with compensatory time (calculated as one and one-half times the hours worked) in lieu of compensation. Compensatory time may be accrued up to a maximum of two hundred forty (240) hours. Employees must be paid for compensatory hours in excess of two hundred forty (240) hours at their current rate of pay. Compensation for public safety employees may be accrued up to 480 hours with excess compensated in cash at the employee's current rate of pay.

Compensatory time that has been accrued shall be applied prior to vacation leave in the event of an employee absence. Employees who have requested the use of accrued compensatory time must be permitted to use such time within a reasonable period of time. In the event that an employee terminates employment or is transferred to another cost center, he or she is entitled to be paid for all unused compensatory time.