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OVERVIEW
OVERVIEW
The Fair Labor Standards Act (FLSA) mandates that non-exempt employees must be compensated at an overtime rate of not less than one and one-half times the regular rate of pay after 40 hours of work in a workweek.
PROCEDURE & BEST PRACTICES
PROCEDURE & BEST PRACTICES
Overtime must be approved in advance by the appropriate division head or director.
Administrators must clearly communicate to employees the requirement to obtain prior-approval before working beyond regular scheduled work hours.
Payment for overtime must be limited to emergency, seasonal, or occasional peak load needs. Use of overtime on a continual basis for accomplishing regular services is prohibited.
No employee may "elect" to work overtime, but may do so only when required.
Non-exempt (hourly) employees must record hours worked.
Only non-exempt employees are eligible for overtime pay.
Stipends for non-exempt employees are permitted for athletic coaching responsibilities only.
Please note that:
Non-exempt employees must sign the Volunteer Coaching Agreement form before receiving the stipend.
Non-exempt employees are not permitted to hold any other extracurricular sponsorship stipend within the division.
POLICY & LEGAL REFERENCES
POLICY & LEGAL REFERENCES
US Department of Labor - Wages & the FLSA
P4-08-015 - Holidays
P4-09-016 - Overtime Pay
P4-09-016-R - Overtime Pay
HR CONTACT
HR CONTACT
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