COP 05-0402 Overtime and Compensatory Time
Overtime is defined as hours actually worked in excess of the standard workweek, which is 40 hours. Non-exempt (hourly) employees who actually work more than 40 hours during the Monday-Sunday College workweek, with the approval of their supervisor, are eligible for overtime pay.
Holidays or Leave time (vacation, sick, personal) used during the Monday-Sunday workweek do not count toward the 40-hour calculation for overtime. When an employee’s total hours for the workweek exceed 40 hours and leave time has been used, only the time actually worked by the employee counts toward the overtime calculation.
Hours actually worked in excess of 40 hours for the work period are compensated as 1.5 times the regular hourly rate and all other hours are paid at the regular hourly rate of pay.
It is the supervisor's responsibility to ensure that unauthorized overtime is not incurred (i.e. that the employee does not work in excess of 40 hours per week without advance approval from the appropriate approver).
Likewise, it is the employee’s responsibility to seek advance approval from the supervisor for working hours beyond the normal 40-hour schedule. The work schedule should be arranged to avoid working in excess of the 40-hour workweek. In situations where the department's mission cannot be carried out in the standard workweek, overtime work may be authorized. Supervisors should seek approval from their higher-level supervisor to authorize overtime. Supervisors and employees who do not seek appropriate approvals for overtime work may be subject to disciplinary action.
The College does not have a compensatory time plan whereby employees can accrue “comp time” for use outside of the pay week where the employee actually worked more than 40 hours. Under no circumstances will the supervisor or employee keep a separate “log” of uncompensated hours to be paid in the future as compensatory time. However, employees are able to “flex” their time with supervisor approval.