| Human
Resources Policies & Procedures Illinois Institute of Technology |
Policy No. D.
3.00
Date of Issue 8/97 |
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Subject: Overtime |
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| 3.01 | The federal
Wage and Hour Law requires that overtime must be paid to all non-exempt (hourly)
employees working in excess of 40 hours per week. Exempt (salaried) personnel
are not eligible for overtime compensation. |
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| 3.02 | The university
has designated the calendar week (Sunday through Saturday) for calculation
of overtime. Time worked over 40 hours in any calendar week is subject to
payment of time-and-one-half in 15 minute increments. This is recorded as
code 135 on the Time Report or timecard. Overtime is not calculated on a
daily basis except under the terms of certain union
contracts. |
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| 3.03 | Many
university staff work a 38.75 hour standard workweek. Additional hours worked
beyond 38.75 but not exceeding 40 hours in that week are paid at straight
time. This could include working through the 45-minute unpaid lunch
period. |
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| 3.04 | For purposes
of weekly overtime calculation, vacation, sick leave, personal business days,
the personal floating holiday, bereavement days, jury duty and military release
time are not counted toward the 40 hours in that week. Only the 8
scheduled university holidays are included in the
calculation.
Example: If an hourly employee takes a vacation day on Monday, but is required to report for work on Saturday, the Saturday work will be paid at straight time unless the other hours worked that week outside of Monday equal at least 40 hours.
Using the same example,
if the Monday absence is a scheduled university holiday such as Memorial
Day, and the balance of the week is worked, the Saturday hours will be paid
at the overtime rate. |
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| 3.05 | Overtime
work may be voluntary or assigned by the supervisor and mandatory. See Hours
of Work, Policy D. 1.00. Employees eligible for overtime compensation will
not be permitted or allowed to work prior to or following scheduled work
hours unless such work is approved by the appropriate department head. Department
heads are urged to minimize authorized overtime work by non-exempt
staff. |
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| 3.06 | Time worked
over 40 hours per week, whether or not authorized by the supervisor, is
compensable under the Wage and Hour Law. It is the supervisor's responsibility
to authorize overtime prior to its being worked. An employee working overtime
without obtaining the prior permission is subject to discipline for failing
to follow the approved procedure. However, under all circumstances, the overtime
worked must be paid. |
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| 3.07 | Compensatory time
off is not permitted by the Wage and Hour Law as an alternative to paying
the non-exempt employee the time-and-one-half due for hours worked in excess
of 40 hours per week. A department may, however, choose to schedule a shorter
work day during the same work week to offset a long day for non-union
employees.
Example: An employee works a 12-hour day to complete a project with a tight deadline.
The supervisor
may:
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