Last Updated 03/13
Applies to Staff
Staff employees (non-exempt) are entitled to overtime pay as defined by the Fair Labor Standards Act (FLSA). Overtime is paid at the rate of one and one-half (1 ½) times an employee’s regular rate of pay for all hours worked in excess of forty (40) hours in a standard work week. “Hours worked” refers to the amount of time actually worked in a standard work week. Paid time off for sick leave, vacation, or holidays is not included in hours worked for the determination of overtime. An employee cannot waive the right to be paid overtime wages.
In accordance with the FLSA, employees are not allowed to take compensatory time off in lieu of payment for overtime hours worked. However, a change in work week is allowed provided the time off is in the same work week as the overtime worked.
All overtime work must be authorized by the supervisor prior to the work being performed.
An employee may be required to work extra hours when operating needs cannot be met during regular working hours. When possible, advance notification should be given in an effort to address the personal needs of the employee. Overtime should be distributed as equally as feasible among employees qualified to perform the required work.
All overtime hours worked should be reported in a timely manner to ensure receipt of appropriate payment within a reasonable period of time.
Employees performing work in more than one job during a standard work week must be paid overtime if their total hours worked exceed forty (40) hours in the work week.
Hourly paid employees report overtime hours worked on their weekly time card or by electronic timekeeping as appropriate.
Salaried employees (semi-monthly paid) report overtime hours worked on the Report of Absences and Overtime Worked form.
Assistance with schedule management alternatives may be obtained by contacting an HR Consultant in the Office of Human Resources.
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