Overtime is earned when non-exempt employees physically work more than 40 hours in a workweek (Sunday through Saturday). Compensatory time is earned when non-exempt employees log more than 40 hours for the workweek, but did not physically work over 40 hours in the workweek. For example, non-exempt employee is paid 8 hours of holiday pay for Monday, then works 10 hours each day, Thursday through Friday. Total hours logged for the week equal 48, but the employee only physically worked 40 hours.

Texas A&M University System Regulation 31.01.09, on overtime, states that "Employees who are exempt under FLSA are not compensated under the federal or state overtime provisions." However, in cases where an exempt employee is required to work on a scheduled holiday, the employee will be provided an equal amount of time off during the 12 month period following the date of the holiday worked.

Generally the FLSA exempts executive, administrative, professional, and outside sales employees from overtime requirements provided they meet certain tests regarding job duties and are compensated "on a salary basis." The web sites below give specific conditions for each classification as well as other types of occupations. Under federal law, a minor must be 14 years old to work for an employer.

Generally, exempt employees are paid a predetermined amount of money for work performed, regardless of the number of hours worked, and are not eligible for overtime pay. Non-exempt employees, on the other hand, are paid according to the number of hours worked, and are therefore eligible for overtime pay. However, some employers may classify an employee as “exempt,” when in fact his/her job duties qualify him/her for overtime pay.

Overtime and/or compensatory time are usually not a requirement of our contract positions. However, overtime or compensatory time may be required to accomplish the mission. When that occurs, approval must be granted by your supervisor, in writing, before working overtime. Some of our contracts do have provisions for over-time pay (contract specific).

Compensatory time (“comp time”) is applicable to government employees and cannot be substituted for overtime pay. The FLSA generally does not permit “comp time” to be substituted for cash in overtime cases. See Comp Time, Bonus and Shift Pay, Incorrect Rate of Pay.

Exempt and non-exempt status are determined by the Fair Labor Standards Act (FLSA) . This law regulates which positions are non-exempt (from the overtime provisions) and required to receive compensatory time or overtime wages for hours worked in excess of forty (40) hours per week. Per the law, hours worked over forty (40) are compensated at time and one half.

Non-exempt employees are covered by the Fair Labor Standards Act, which requires compensation for time worked in excess of 40 hours. Exempt employees are not covered by this Act. Hours worked in excess of 40 (more than 40 hours per week at certain Institute of Agriculture units) in a week (the work week begins at 12:01 a.m. Monday and ends at midnight Sunday) are calculated at 1.5 times the rate of pay. The university's general practice is provide compensatory time at the rate of 1.

Generally, salaried employees are due overtime pay. There are several exceptions to this rule, including commissioned sales employees, computer programmers, executive, administrative, professional or outside sales employees, physicians, truck drivers and union employees (with certain restrictions), all of whom are generally exempt from overtime pay. See OvertimeScams.us for a more detailed review by job description, title, and industry.

It depends. If a non-exempt staff member "makes up time" and the recording of that time creates an overtime situation, then yes. A department may avoid an overtime situation by scheduling the staff member to "make up the time" during a week or pay period when he/she does not work a full 40 hours/week or 80 hours/pay period. See example below.

It depends on how much time off you give them, and when. Private employers are not allowed to give compensatory or "comp" time -- one hour off for every hour worked -- because this type of arrangement cheats employees out of their higher overtime pay. However, there are a couple of ways to rearrange an employee's work schedule during a pay period to avoid paying out overtime.

Federal Compensatory time is in lieu of overtime for hours worked over forty (40). You may be eligible for State Compensatory time if you are non exempt and work no more than 40 hours in a workweek but your work time and paid leave or holidays total more than 40 hours. You will receive state comp time for hours that exceed 40 in the workweek at the rate of one hour of state comp time for each one hour of paid time in excess of 40 in that workweek.

Exempt classification entails two tests: the salary test ($540.00 weekly in California) and the duties test. The duties tests are complex but briefly they are: Executive exemption: more than half the time the incumbent supervises/ manages the equivalent of 2 or more people in the same department. Administrative exemption: more than half the time the incumbent is exercising independent judgment and discretion in matters of significance to the business or the client’s business.

Yes. You must notify the Payroll Office of those individuals who should be able to receive and use comp time.

For Who's Where to work properly, hours worked must be included in the monthly payroll report file. Your payroll service should allow for assignment of standard hours. For information used to enroll seasonal employees, call the Fund's Participant Services Department at 1-800-738-9622.

Basically, there are two differences in the benefits between exempt and non-exempt employees: Vacation accrual rate (for 0 through 5 years of service) Non-exempt: 8 vacation hours per month (12 eight-hour days per year) Policy: 2-41 Rev: 12, Vacation Leave Policy, outlines specific accrual rates based upon benefits category and years of service at the University of Utah.

The Classified Pay Plan lists the FLSA status of each job title. Administrative and Professional positions and Faculty positions are exempt. The FLSA status for new positions is reviewed as part of the Job Audit, or a Job Audit can be requested to review the FLSA status.

Exempt jobs are paid established annual salaries and are excluded from the overtime provisions of the Fair Labor Standards Act. Non-Exempt jobs are paid on an hourly basis and are eligible for overtime.

It is possible for some students to earn overtime. Overtime is computed on hours worked over 40 per week. Non- international students, who are not on Work Study programs or graduate appointments, are eligible to work overtime between terms. Return