8.5 - Overtime Policy

: Human Resources
: President
: 09/20/2018
: 09/20/2018
: 09/20/2019
Comment on Policy

8.5.1 - AUDIENCE

All non-exempt University employees.


The purpose of this Policy is to establish guidelines to comply with Federal and State laws regarding overtime and compensatory time off.


Non-Exempt Employees: employees who are covered by minimum wage, overtime, and time card provisions of the Fair Labor Standards Act as amended.  These employees receive overtime pay for any hours worked over 40 per week.

Overtime: the hours worked in excess of 40 hours in any one work week.  All overtime must be at the request of the supervisor.

Workweek: the University's standard workweek for pay computation purposes is 12:01 a.m. Sunday through 12:00 midnight Saturday.

8.5.4 - THE POLICY

From time to time, in order to meet the work demands of the University, and for such events as Student Registration and Orientation Days, it may be necessary for Non-Exempt Employees (hereinafter “employees”) to work overtime. When this situation arises, the employee’s cooperation will be greatly appreciated and expected. 

An employee will be compensated at the rate of 1.5 times their regular hourly rate of pay for all hours worked over 40 hours in one workweek.  Overtime hours and working from home are not permitted without written approval of the employee’s supervisor. 

Salaried exempt employees are exempt from overtime pay.  Exempt employees within the University are expected to work the hours required to do their job in an effective and efficient manner.


Fair Labor Standards Act of 1966

Hours of Operations Policy
Pay Period Policy
Time Reporting Policy


I. Overtime Pay and Calculations

In accordance with the Fair Labor Standards Act of 1966, overtime pay is based on time actually worked and is calculated at the rate of one and one-half times the employee’s regular hourly rate for each hour worked beyond 40 hours during each workweek.  In determining total overtime hours worked, paid absences will not be counted as hours worked for calculating overtime pay.  For example, if an employee is paid for eight holiday hours and works four extra hours that same week, he or she would be paid a total of 44 hours at straight time. 

II. Record of Hours Worked

Non-Exempt Employees must accurately record all worked time, including overtime, using the University’s record keeping system.  Requiring employees to work extra time in excess of their normally scheduled work hours and not recording the extra time on the time report exactly as the time is worked is unlawful under the overtime provisions of the Fair Labor Standards Act.  It is the employee’s responsibility to obtain written approval prior to working overtime and to keep track of all hours worked.

III. Compensatory Time

In accordance with Section 7(o) of the FLSA, the use of compensatory time instead of overtime is prohibited at Thomas More University.


8.5.8 - HISTORY


Supersedes Policy

Summarize Change

September 2018

This is a new policy, replacing language in the Staff Manual (May 2014).


8.5.9 - APPENDIX

There are no appendices to this Policy.

8.5.10 - APPROVALS

Laura Custer, Director of Human Resources

Dr. Kathleen Jagger, Acting President