3.7 Hours of Work and Overtime Pay
The standard workweek for full-time employees of Piedmont University is based on 40 hours. From time to time, special events require employee engagement above and beyond the 40- hour schedule. This may be present in a variety of circumstances including, but not limited to, extended workdays and weekend duties. When these special events occur, changes in employee work schedules become necessary.
Guidelines for adjusting employee schedules and ensuring appropriate documentation and payment for services are:
Non-exempt – Hourly employees are eligible to receive overtime for all time worked exceeding 40 hours within a single work week. Accrued leave time, holiday leave time, early release leave, or any other non-work time used during the workweek does not calculate toward overtime payment. The workweek begins at 12:00 a.m. on Monday morning and ends at 11:59 p.m. on the following Sunday evening.
It is the intent of the institution to limit overtime requirements when possible; thus, when overtime is anticipated, it is most desirable for supervisors to allow the employee an equal amount of time away from work within the same workweek (Monday morning 12:00 a.m. to Sunday evening 11:59 p.m.). Compensable time “comp time” is allowable only within the workweek. It may not be used ahead of the workweek or carried forward to a future workweek. In the event this is not possible and overtime work must occur, it is essential this time be tracked and shown appropriately on the current timesheet.
The employee is responsible for submitting, and the supervisor is responsible for viewing and approving, accurate electronic worktime records prior to the payroll processing deadline of 12:00 noon on Monday morning following the end of pay period.
Exempt – Salaried employees are not eligible to receive overtime.
However, it is the intent of the institution for the standard workweek to remain in the 40 hour per week range. Thus, when exempt employees are given additional assignments over the 40- hour work schedule, it is desirable for supervisors to allow the employee an equal amount of time away from work in return. Because of the nature of this category of employment and no requirement for overtime pay, this additional time away from work may be scheduled at any time by the supervisor. It is desirable this be accomplished with 30 days of the original event.