Wage & Hour Policies
The University Wage & Hour provisions conform to the requirements of both the Fair Labor Standards Act (FLSA) and the State’s “Policy on Hours of Work and Overtime Compensation.” It covers all employees, both permanent and temporary. The Fair Labor Standards Act (FLSA) is federal legislation that provides guidelines regarding compensation for time worked. Non-Exempt Employees (those that are not exempt from FLSA guidelines) are protected by FLSA and due additional compensation for hours physically worked over 40 in a work week. Exempt Employees (those that are exempt from FLSA guidelines) are not due any additional compensation for hours physically worked over 40 in a work week. University administration and other supervisory personnel are responsible for assuring compliance with Wage & Hour provisions. Violation of University Wage & Hour provisions may result in disciplinary action.
Wage & Hour Exemption Status
The intersection of the federal Fair Labor Standards Act (FLSA) with the State Personnel Act (SHRA) creates two major categories of SHRA employment, SHRA Exempt and SHRA Non-Exempt employees. SHRA Exempt Employees are not exempt from the State Personnel Act, but they are exempt from the overtime compensation provisions of the Fair Labor Standards Act (FLSA). SHRA Non-Exempt Employees are also not exempt from the State Personnel Act, and they are not exempt from the overtime compensation provisions of the Fair Labor Standards Act.
CSS, DMSS and EHRA employees may also be Non-Exempt or Exempt from the FLSA.
FLSA exemption status for permanent employees is based on the nature of their work and is not directly related to salary, classification, job, or working title, though a salary threshold is required for some exemption classifications. The FLSA sets guidelines for determining which employees are subject to the overtime provisions of the Act (FLSA non-exempt) and which employees are not subject to the overtime provisions of the Act (FLSA exempt). Non-Exempt and Exempt status are determined in HR by the Classification and Compensation Consultant at the time a position is established or reallocated.
FLSA Non-Exempt employees must be compensated at a rate of time and one-half for all hours worked in excess of 40 hours during a single work week. This compensation may be overtime pay or compensatory time off.
Policies below address employee status and time worked under various special circumstances such as overtime, shift premiums, on-call status, travel, holiday, and emergency call back to work.
Holiday Premium Pay
Additional compensation provided to employees who are required to work on designated holidays.
On-Call and Emergency Call Back Pay
On-Call is compensation for an employee who must remain available to be called back to work on short notice if the need arises. Emergency Callback is compensation for an employee who has left the work site and is requested to respond (either by returning to work or by responding by telephone or computer) on short notice to an emergency work situation.
Overtime and Compensatory Time for FLSA Exempt Employees
FLSA Exempt Employees (those that are exempt from FLSA guidelines) are not due additional compensation for hours physically worked over 40 in a work week.
Overtime and Compensatory Time for FLSA Non-Exempt Employees
FLSA Non-Exempt Employees (those that are not exempt from FLSA guidelines) are protected by FLSA and due additional compensation for hours physically worked over 40 in a work week.
Additional compensation provided for employees who are regularly scheduled to work on either an evening or night shift, or on a weekend shift for certain classes when determined to be necessary to be competitive with the labor market.
Travel Time and Travel Time Off
Compensation provided for employee travel when on special one-day assignments in another city or for overnight travel.