Instead, the employee must note in the Explanation section of the Employee Time Record that additional hours were worked that have resulted in compensatory time off. Paid Overtime: Overtime hours to be paid to an employee must be recorded on the Employee Time Record as hours worked.Īccrued Compensatory Time Off: When an employee accrues compensatory time off, the hours in excess of 40 must not be placed in the hours table on the Employee Time Record. See “TIM Website” in the Related Subjects section below for information on recording overtime pay or compensatory time off. See also Leave, Paid time off, Payouts & TransfersĮach department is responsible for recording and monitoring paid overtime and compensatory time off for its employees. When an employee leaves the University or transfers to another University department, the department the employee is leaving must pay the employee for all accumulated and unused compensatory time off.Įmployees whose FLSA status changes from Non-Exempt to Exempt must be paid for all accumulated and unused compensatory time off at the time of the status change. See Determining Time Worked for details on prioritized application of leave and paid time off.)
(Note that the employee cannot use other available leave if s/he has any available paid time off. Note: If an SHRA non-exempt employee is scheduled for a period of leave (voluntary shared leave, Family & Medical Leave, leave without pay, etc.), and will not be able to use (or chooses not to use, if eligible) earned compensatory time off or other accrued paid time off due to expire during the absence, then all such paid time off must be paid out as its expiration date occurs.
(See “Determining Time Worked” for a prioritized list of leave/paid time off use.) If management is not able to schedule the compensatory time off within this time period, the liability must be paid to the employee no later than in the next pay cycle following the end of the 12 months. Any overtime in excess of the 240 hour maximum cannot be considered compensatory time off instead, the overtime must be paid in the employee’s next paycheck.Ĭompensatory time off must be taken 12 months of the date on which it was accrued. The maximum amount of compensatory time off an employee may carry at any time is 240 hours (160 hours of work x 1.5) pro-rated for part-time employees. (See “ Determining Time Worked” for a prioritized list of leave/paid time off use.) Compensatory time off may be used for any purpose. Every effort should be made to accommodate the preference of the employee when scheduling compensatory time off. When the compensatory time option is selected, the time off must be scheduled by the supervisor. All temporary SHRA employees are eligible to receive only overtime pay they cannot receive compensatory time off.Ĭompensatory time off is paid time off equal to one-and-one-half times the amount of time worked in excess of 40 hours in a work week.įor example: An employee who works 44 hours in a work week would receive the 40 hours of pay and 6 hours of compensatory time off (4 hours x 1.5).All permanent SHRA non-exempt employees are eligible to receive either overtime pay or compensatory time off.Management considers existing workloads, staffing requirements, and availability of funds in deciding which compensation option will be used. If overtime pay is not possible due to budgetary constraints (or for other reasons), compensatory time off is a second option for compensating employees for overtime. Such a requirement must be explained to job candidates during the interview and selection process. Note: Some work units may require occasional or regular mandatory overtime as a condition of employment. Management must ensure that funds are available before authorizing overtime work. Management should give as much advance notice as possible of the need to work overtime so that employees can make any arrangements necessary to enable them to perform the overtime work. Overtime occurs only after working more than 40 hours in a work week. Working more than eight hours in a work day does not necessarily constitute overtime. Paid time that is not considered time worked (eg, most leave or paid time off packages) does not count as time worked for the purpose of determining employee eligibility for overtime compensation. An employee must actually work over 40 hours to earn overtime compensation. Eligible employees earn time-and-one half for all hours worked in excess of 40 hours in a work week.
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