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Policies

Overtime

Policy Statement: Employees covered under a collective bargaining agreement should consult the appropriate agreement, which may vary slightly from the information below. In cases where there are two conflicting descriptions, the collective bargaining agreement takes precedence.

Non-Exempt employees are expected to work overtime when requested to meet departmental needs or deadlines. Departmental supervisors must approve all overtime in advance. Compensatory time off for actual hours worked in excess of 40 hours in a work week is permitted when approved by the supervisor and the director of human resources. Compensatory time must be taken within the work week in which it is earned. Employees are paid at an overtime rate of one and one-half times the regular base hourly rate for each hour worked in excess of 40 hours in a workweek.

For the purposes of this policy, "hours worked" includes only those hours which are a part of an employee's regular work schedule or which are authorized in advance by the supervisor. Time worked in excess of the regular work schedule without prior supervisory approval may subject the employee to disciplinary action.

For overtime computation purposes, "hours worked" does not include:

  • Time spent on leaves (e.g. sick, holiday, vacation), whether compensated or not.
  • Rest breaks in excess of 15 minutes per rest period.
  • Meal periods, unless work is performed over the lunch hour.
  • Travel time to and from work, except in the case of emergency service where return to work was unscheduled and unpredictable.
  • Absences.

"Hours worked" does include:

  • Attendance at meetings or training programs if (a) attendance is within regular working hours and (b) attendance is required.
  • "On duty" or "on call" time as determined by applicable State law.
  • Travel as part of principal work activities for the supervisor if it is conducted during regularly scheduled or preauthorized work periods.
  • Time used to care for tools and equipment, or for changing clothes or washing, if such activities are a required part of an employee's duties and responsibilities.
  • Time spent waiting for and receiving medical attention on or off College premises, if during regularly scheduled or pre-approved work hours and related to injuries suffered in the course of the employee's job.

Exempt employees are not eligible for overtime compensation or compensatory time.

Approved by the Executive Council, May 31, 2002.
Revised on May 31, 2002.
Revised on June 4, 2008.

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