Nonexempt Staff:
Compensatory time off and monetary overtime pay will be earned at a rate of one and one-half hours for each hour actually worked over 40 within the established workweek. An employee may accumulate up to 240 hours of compensatory time off, and the employee will receive monetary overtime compensation for overtime hours actually worked which could cause the employee's accumulation to exceed 240 hours. Compensatory time off earned during a work year (July 1 to June 30) must be used during that work year. If that is not possible, monetary overtime pay will be substituted for compensatory time off for all compensatory time off hours earned by the employee but not used by the last day of the fiscal pay period paid in June.

An employee may use the earned compensatory time off with the approval of the employee's supervisor. If it is not possible to approve the particular compensatory time off requested by the employee, time off will be granted within a reasonable period, normally two weeks, unless the requested time off would unduly disrupt operations. If a mutually appropriate time cannot be scheduled for the employee to use the earned compensatory time, the supervisor may elect to substitute monetary overtime pay in lieu of earned compensatory time off. Monetary overtime pay is calculated at one and one-half times the employee's equivalent hourly rate of pay for the hours worked in excess of 40 hours during the established workweek.

The supervisor may elect to substitute monetary overtime pay for earned compensatory time off, either at the time overtime is actually worked or in any later period. Monetary overtime compensation will be based on the employee's regular pay rate at the time of payment.

Compensatory time earned or monetary overtime pay for overtime must be approved by the supervisor on the "Work Record and Absence Report for Nonexempt Staff Personnel" and sent to the Office of Payroll and Employee Benefits by noon on Monday following the pay period ending date.

The university also may elect to apply earned compensatory time off to hours the employee has missed due to personal absence (including medical leaves if not covered by paid sick leave, vacation, or Salary Continuance Insurance) resulting in lost time.

In the event an employee leaves employment at the university for any reason, the employee will be paid for earned compensatory time off at the employee's final regular rate of pay, or the employee's average rate during the last three years of employment, whichever is higher.

Paid time off for holidays, vacation, sick leave, jury duty, and funeral leave is counted as time worked for computing overtime. All other time off, with or without pay, is treated as time not worked for purposes of calculating overtime.

Except: If a recognized holiday falls on an employee's regular day off, he or she will be given one day's pay at his or her regular straight-time rate. In such cases, the unworked holiday shall not be included as hours worked for the purpose of computing overtime.

A separate overtime policy for nonexempt law enforcement officers is in effect. Law enforcement officers should see the Director of Public Safety as to this policy's provisions.

Overtime must be approved by a supervisor before it is worked. An employee is prohibited from working unauthorized overtime or from working "off-the-clock".

Service Staff:
Service Staff should refer to the union agreement for specific details pertaining to the calculation of overtime.