Overtime is additional compensation that an employer must pay when an employee in an overtime eligible position works beyond a specified number of hours in a designated period of time as specified in the applicable collective bargaining agreement (labor contract). Below is a list of the University of Washington labor contracts.
Overtime pay requirements depend on the type of work schedule to which the employee is assigned as follows:
Full time regular or alternate work period positions receive overtime pay at the rate of time and one half when:
Hospital employees assigned to a 14-day schedule receive overtime pay when:
Part-time scheduled work period positions receive overtime pay at the rate of time and one half (1.5) only when the hours worked exceed forty (40) hours in a work week. Payment for hours less than forty (40) hours in a work week, but more than the part-time schedule, is at the straight-time rate.
Full-time non-scheduled work period positions receive overtime pay when hours worked exceed forty (40) hours in a workweek.
Part time non-scheduled work period positions receive overtime pay only when hours worked exceed forty (40) hours in a work week. Payment for hours less than forty (40) hours in a work week, but more than the part time schedule is at the straight-time rate.
Excepted work period positions - Employees in excepted work period positions are not covered by federal or state overtime pay requirements. For positions covered by collective bargaining agreements, check the specific agreement to determine if any premium pay provisions apply.
Effect of holidays and paid leave - Check your specific contract to determine if and and when holidays are considered time worked for purposes of calculating overtime payment requirements.
Check your specific contract to determine if and when holidays and paid leave are considered time worked for purposes of calculating overtime payment.
Overtime eligible employees must be paid for overtime hours worked unless the employee requests, and the supervisor approves, accumulating compensatory time off instead of payment, in accordance with any applicable contract provisions. Compensatory time is credited at the same rate as overtime pay is earned - i.e. if overtime is paid at time and one half, compensatory time is credited at time and one half the hours worked.
Accumulated compensatory time may not exceed 240 hours and must be either used or paid annually in accordance with the provisions of the applicable collective bargaining agreement.
Employees who do not use accumulated compensatory time must be paid for it by June 30. A representative of the department’s Human Resources Operations office must authorize any supervisory requests for extension of the payment deadline.
Employees who are assigned to excepted work period positions are overtime exempt and normally do not qualify for compensatory time. However, when an employing official determines that the employee in an excepted work period position has been directed to work an excessive amount of hours for an extended period of time, compensatory time accumulation may be authorized by the department's area Human Resources Operations office.
Employees are paid for accumulated, unused compensatory time when moving between University departments or leaving University employment. Payment is based upon the salary at the time of separation.
Be sure that you:
If you work approved overtime and wish to receive compensatory time instead of overtime payment, follow your department’s procedure for requesting compensatory time. Compensatory time can be used as soon as it is accumulated.
Questions regarding hours of work, work period designations, and overtime or compensatory time should be directed to the department’s area Human Resources Operations office.