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Professional Staff Program
Overtime Eligibility

CONTENTS


Overtime Eligibility

The Compensation Office assigns each professional staff position to either overtime eligible or overtime exempt status, based upon the nature of the position's duties, and its level of responsibility. The assignment is made when a position is established and may be revised when a position's duties change.

Overtime Eligible Positions Overtime Exempt Positions

These positions meet the US Department of Labor's Fair Labor Standards Act (FLSA) criteria for mandatory overtime eligibility.

The FLSA requires that all positions with a weekly gross salary less than $455 are overtime eligible. This amount is not pro-rated for part-time work schedules.

All overtime exempt positions must meet at least one of the duties tests established by the Fair Labor Standards Act (FLSA) regulations as revised August 23, 2004, and must have a weekly gross salary of at least $455.

Overtime Compensation

A position's overtime coverage determines the work hour compensation policies that apply to it.

Overtime eligible professional staff positions must be paid at time and one half for all hours worked over 40 in a work week. Part time professional staff in overtime eligible positions who work in excess of their weekly schedule receive straight time compensation for additional work up to 40 hours in the work week.

At the employee's request, and with the supervisor's approval, overtime eligible professional staff positions may receive compensatory time at time and one half in lieu of overtime compensation. See Compensatory time accrual and Compensatory time use/payment below, for detailed information.

Overtime pay requirements for overtime eligible Professional Staff are described in "Overtime Compensation Requirements," immediately below, and in "Overtime Eligibility and Compensation for non-academic Staff".

Overtime exempt professional staff do not receive overtime compensation and are not eligible for compensatory time.

Overtime Compensation Requirements

A position's overtime status determines the compensation requirements that apply to it, as outlined in the following table. Supervisors are responsible for approving individual employee work schedules.

  Professional Staff Compensation Requirements
Overtime Eligible Overtime Exempt
Full Time Schedules

Workweek consists of 40 hours worked in 7 calendar days.

Full time schedules are assumed to be at least 40 hours; however employees are expected to work to complete job responsibilities.

Part Time Schedules

Any schedule that is at least half time and less than full time. (Full time = 40 hours per work week)

Part time staff must be paid for all hours worked in excess of the part time schedule. At the employee's request, and with the supervisor's approval, part time employees may receive straight time compensatory time in lieu of additional payment (up to 40 hours worked) .

Any schedule that is at least half time and less than full time. Employees are expected to work beyond their normal schedule when necessary.

The supervisor may establish a regular work schedule, but part-time employees are expected to remain flexible to accommodate the unit's goals and mission.

1Overtime - Payment for hours worked in excess of the regular schedule
(See Also Overtime Eligibility and Compensation for non-academic Staff)

Hours worked in excess of the regular schedule are paid at straight time when total hours worked in the week are 40 or less.

All hours worked over 40 are paid at time and one half. Paid leave does not count as time worked.

Employees work to complete job responsibilities. There is no overtime pay or compensatory time accrual.

Compensatory Time Accrual

Compensatory time may be accrued in lieu of overtime payment only by mutual agreement between the employee and supervisor. See more information on compensatory time accrual, use, and payment for overtime eligible professional staff.

NA
Compensatory Time Use/Payment

Compensatory time must be used or paid by December 31 of each year.

If operational necessity precludes the use of accumulated compensatory time by December 31, the unit's Human Resources Consultant may approve an extension to the deadline.See more information on compensatory time accrual, use, and payment for overtime eligible professional staff

NA
Part Day Absences See Leave - Part Day Absences See Leave - Part Day Absences

Suspended Operation
( See Suspended Operation web page for more information)

Employees not required to work during suspension of non-essential UW operations may use any of the following options for work time missed:

  • Vacation
  • Personal holiday
  • Accrued compensatory time
  • Leave without pay
  • Make-up time missed within 90 days.

Employees who are not required to work during suspension of non-essential UW operations remain responsible for meeting work obligations despite the suspension of operations.

This may require that additional time be worked outside of normal business hours when operations resume. Additional compensation is not awarded for any such work.

If a suspension of operations lasts less than one work week, employees are not required to charge leave balances for time missed.

Suspended Operation Make Up Time

If "make-up" hours result in the employee working more than 40 hours in a workweek (not including any approved leave), the employee must be compensated as described in "Payment for hours worked in excess of the regular schedule" above.

The amount of compensatory time earned by working make-up hours should not exceed the amount of time the employee missed during the period of suspended operations.

NA

1Irrespective of an employee's overtime eligibility, a unit may award a maximum of six days of Discretionary Leave to professional staff employees to recognize noteworthy achievement and work effort that have significantly contributed to the unit's mission, goals and/or objectives. See Discretionary Leave for complete information.