Payroll - Overtime

Overtime & Compensatory Time

Overtime Compensation
Only employees designated as non-exempt* are eligible for overtime pay which must be approved in advance by your supervisor, or in accordance with the terms of the bargaining unit that applies to your employment. All actual overtime hours worked must be reported accordingly on the monthly timesheet.

*The Fair Labor Standards Act (FLSA) requires that non-exempt employees be paid time and a half for time worked over 40 hours in a work week. Among other things, it classifies exempt and non-exempt positions (that is, exempt from the overtime provisions of FLSA) by the types of duties the employee performs and salary threshold.

Employees in exempt positions are paid to do a particular job, not by the number of hours it takes. Employees in non-exempt positions are paid by the hour to do specific duties. As a result, employers account for non-exempt employees' time in a more systematic fashion. Please consult the appropriate union contract or Personnel Policies for Staff regarding specific application of overtime.

Overtime Paydates
Overtime hours are usually paid in the first open pay cycle after the receipt of the approved timesheet.

Straight Versus Premium Overtime
Overtime hours are considered straight when an employee has not been on pay status for 40 hours in a given week. Please consult the appropriate union contract or Personnel Policies for Staff regarding specific application of overtime. 

Pay status does not include holiday hours or leave usage. When an employee has been on pay status for 40 hours in a given week, they are able to earn premium overtime (1.5 times hourly pay rate). For more clarification, please contact your Payroll office.

Specific information regarding overtime can be found in the individual contracts for: