Effective Date: January 1, 2014 (revised)
The College complies with all applicable state and federal laws relating to compensation of employees. Certain jobs and situations may qualify for additional pay. This policy outlines the requirements and procedures for receiving overtime, shift differentials and/or additional compensation.
Overtime for Non-Exempt (Hourly) Employees
Non-exempt employees are paid at the rate of time and one-half for any hours worked in excess of 40 during any workweek. The pay period begins on 12:01 a.m. on Monday morning and ends at midnight on Sunday. Holiday, vacation, sick, personal or other paid-time off is not considered to be time worked for computing overtime.
Compensatory time off in lieu of overtime is not permitted for non-exempt employees. Without exception, non-exempt employees must accurately record days and hours of work and must be paid for all time worked. In unusual circumstances, an employee may work more hours than scheduled on a given day and work fewer hours on another day. This is permissible with a supervisor’s permission, providing overtime is not a factor and the compensatory time off occurs during the same workweek.
Compensatory Time for Exempt (Salaried) Employees
Exempt employees are paid a regular salary with the expectation that they will devote whatever time is necessary to complete assigned duties without the expectation of additional compensation. In the event of significant overtime, department heads may grant reasonable compensatory time off.
Evenings: Non-exempt employees whose regularly-scheduled shift begins on or after 3:00 p.m. receive a shift differential of 10% above the normal base hourly rate for hours actually worked, as long as the scheduled hours are not for the convenience of the employee.
Nights: Non-exempt employees whose regularly-scheduled shift begins on or after 11:00 p.m. receive a shift differential of 12% above the normal base hourly rate for hours actually worked, as long as the scheduled hours are not for the convenience of the employee.
Weekends: Non-exempt employees whose regularly scheduled shifts include weekends defined as 3:00 p.m. on Friday through 7:00 a.m. on Monday receive a weekend differential of 6% above the normal base hourly rate for hours actually worked, as long as the scheduled hours are not for the convenience of the employee.
Non-exempt employees who perform essential services, such as Campus Safety, receive differentials for second or third shift or weekend assignments even if such assignments are not part of their regular schedule.
Non-exempt employees who perform essential services, such as Campus Safety, or Facilities Foreman receive differentials for second or third shift or weekend assignments even if such assignments are not part of their regular schedule.
Differentials are not used in computing retirement plan contributions, life insurance or long-term disability benefits. Differentials are not included in calculating payment for sick, personal, vacation or other leave qualifying an employee for time off with pay.
Occasionally, employees are asked to perform tasks that are not part of their regular responsibilities, or their regular responsibilities may require additional hours for a specific period of time. In order to be compensated for these hours, an Additional Compensation Form must be completed by the employee’s supervisor and approved in advance by the Budget Director or his/her designee. Additional compensation is not considered part of base pay and is not used in benefit calculations.
Non-exempt employees are required to report separately the specific dates and hours spent on additional work so that payment can be calculated correctly. Rates of pay are to be based on market value of the work as compared to similar work performed at the College. Human Resources must approve rates for both exempt and non-exempt assignments in advance of the assignment.
See the following policies for additional relevant information:
4.01 Employment Definitions 44
6.50 Payroll Processing 167