APPLI ES TO ALL SHRA EM PLOY EES OF WSSU SHRA EXEMPT EMPLOYEES - PowerPoint PPT Presentation

SHRA OVERTIME COMPENSATION APPLI ES TO ALL SHRA EM PLOY EES OF WSSU

SHRA EXEMPT EMPLOYEES -SHRA exempt shall not be paid overtime. -Employees shall earn compensatory time off for hours worked in excess of forty in a week. -Time may be accumulated to a max of 160 straight hours. -SHRA employees who transfer to EHRA shall forfeit the remaining balance of compensatory time.

SHRA NON-EXEMPT EMPLOYEES -The time and one-half rate is required for hours worked in excess of 40 within a week. -Supervisors can limit hours or increase hours worked by the employee to the university established 40 hour work week. Where excessive work is necessary because of weather conditions, necessary seasonal activity or emergencies. The availability of funds must be reviewed and approved by the Budget Dept. before the overtime is worked except in emergencies and on-call.

OVERTIME COMPENSATORY TIME • Overtime Compensatory time will typically be paid quarterly. Quarters Pay Cycle Work January-March Get paid overtime in April Work April-June Get paid overtime in July Work July-September Get paid overtime in October Work October-December Get paid overtime in December • Overtime compensatory time may be accumulated up to a maximum of 240 hours. Excess of 240 must be paid on next available payroll. Comp Time must be used within 12 months, from the date the employee earned the time. Once Comp Time reaches 12 months old (Aged Out), the hours that are 12 months old will be paid out on next available payroll. • If an employee separates before taking Overtime Compensatory Time, it shall be paid in a lump sum along with unused Vacation.

OVERTIME COMPENSATORY TIME If an employee transfers from a FLSA Non-Exempt position to an Exempt position or to another State Agency before taking Overtime Compensatory Time, it shall be paid in the current or next regular paycheck. -Overtime Compensatory Time shall be taken before any Vacation or Bonus Leave. -An employee request for Overtime Compensatory Time cannot be denied unless the Compensatory Time off will unduly disrupt University operations.

SALARY The salary represents the employee’s straight-time pay for a standard 40-hour week.

COMPENSATION -The University’s policy is, whenever possible, to give Compensatory Time off, in lieu of monetary compensation for hours worked in excess of 40 hours per week. -An employee will be given Compensatory Time off on the basis of one and one-half times the amount of time earned within 12 months. -Upon termination of employment, an employee will be paid for unused Compensatory Time off.

HOURS WORKED All time during which an employee is required or permitted to be on the University’s premises on duty or at a prescribed work place, is considered as hours worked, except for Lunch.

UNAUTHORIZED WORK -Hours worked by an employee without having a WSSU Request for overtime form completed in its entirety, will not be considered as hours worked. -Only overtime recorded on the employee time record within the month the overtime hours are worked will be counted as overtime. -Any private arrangements for recording overtime worked and compensatory time taken is strictly forbidden.

RECORD KEEPING Records of hours worked and wages paid are required to be kept for each employee subject to this policy. The employee time record is the document required for reflection of hours and overtime compensation. All Overtime balance will automatically be paid out, quarterly, unless a “Banked Comp Time” form is provided to Human Resources by the 5 th of the month that Comp Time is scheduled to be paid.

CASCADES Employee codes Bonus Leave, the system will process as follows: Comp Time Vacation Bonus Dock Employee codes Vacation Leave, the system will process as follows: Comp Time Vacation Bonus Dock Employee codes Sick Leave, the system will process as follows: Sick Comp Time Vacation Bonus Dock Employee coded Community Service Leave, the system will process as follows: Community Service Comp Time Vacation Bonus Dock Employee codes Voluntary Shared Leave, the system will process as follows: Comp Time Sick Vacation Bonus Shared Dock

EXAMPLE- BALANCES THAT EXCEED MAXIMUM ALLOWANCE 1. An employee has a beginning balance of 240 hours of Comp Time Overtime (CTOT) during September 2014. When September Timesheets are submitted to Human Resources the employee earns additional hours of Comp Time causing them to exceed the maximum balance of 240 hours. Solution: All hours that exceeds the maximum allowance of 240, shall be paid in the next paycheck IF the hours were not used prior to the pay period.

EXAMPLE- LEAVE AGES OUT 2. Last November an employee earned 15 hours of Comp Time Overtime. Twelve months has passed and the employee has failed to use the hours earned in the previous November. Solution: In November 2014 15 hours of this employees Comp Time Overtime has aged out. In the following paycheck, December 2014, the 15 hours will be paid out.

EXAMPLE- QUARTERLY PAYOUTS 1. An employee has 150 hours going into the next Quarter. Solution: In October the employee will be paid the total balance UNLESS the employee submits a form by the 5 th of the Month indicating specific changes i.e., keep 100 hours pay out 50 hours.