3.6.2 Overtime Pay

adopted: May-1990
last revised: Nov-2008

Certain employees, referred to as “non-exempt” employees, are eligible for overtime pay. Other employees, referred to as “exempt,” are not entitled to additional compensation for working overtime. Rather, their compensation packages are intended to compensate them for all hours worked, including any overtime hours.

Non-exempt employees must obtain consent from their supervisor before working any overtime beyond the regular forty (40)-hour workweek. Failure to obtain consent may result in disciplinary action, up to and including termination. An employee may be required to work overtime.

Non-exempt employees who have earned overtime pay will be paid at the rate of one and one-half times their hourly pay rate for all hours worked over forty (40) per week.

Compensatory time may be granted to non-exempt employee in lieu of overtime at a time and one-half rate if:

• Prior written approval by the supervisor is obtained, and
• The employee knowingly consents in writing to receive compensatory time in lieu of overtime payment prior to any overtime work being performed, and
• The employee is made aware that the compensatory time off received may be used, preserved, or cashed out as provided by the law, and
• The compensatory time earned does not exceed forty (40) hours.

The employee should work with the supervisor to establish an appropriate schedule for use of compensatory time earned.

Non-exempt employees requested by the administration, and who consent to work on a paid holiday, are paid at the rate of one and one-half times their hourly base pay rate.

Non-exempt employees who are considered essential (IT, Maintenance, and Food Service Workers) and are requested by the administration to work on a day in which the College is officially closed and non-essential staff are not required to report to work will be compensated for all hours worked at their regular rate of pay. They will also receive pay for hours they are normally scheduled to work on that day at their current rate of hourly pay.

Hours compensated but not actually worked, such as paid time off, paid holidays and paid snow days are not considered work time for the computation of overtime. Overtime-eligible employees that are required to work during paid leave time are exempt from this provision.