It is the policy of the University of Mary Washington to compensate employees for overtime in compliance with the Fair Labor Standards Act (FLSA) and Policy Number 3.15, Overtime Leave, Department of Human Resource Management Policies and Procedures.
Under the provisions of the FLSA non-exempt employees must be paid at the time and one-half overtime rate for those hours physically worked over forty within a seven calendar day workweek (workweek). The workweek established by UMW is from 12:01 a.m. Monday through midnight on Sunday. Normally, forty hours are scheduled over the five-day period, Monday through Friday. Full-time classified employees are required to work a minimum of forty hours in a workweek or use personal leave. Some FLSA exempt employees may be compensated with hour-for-hour compensatory leave for hours physically worked over forty within one workweek if they meet the provisions as described in section IV.
Overtime pay or compensatory leave is authorized only for exceptional requirements of an emergency or temporary nature. The earning of either to satisfy routine agency or departmental requirements is prohibited. While this policy provides management the prerogative of determining when and how much overtime pay or compensatory leave can be earned, supervisors are responsible for controlling the work hours of all employees. Non-exempt employees are not allowed to work overtime without their supervisor’s approval. Employees who work overtime hours without supervisor’s approval may be subject to disciplinary action.
The University will limit the earning of overtime pay and compensatory leave whenever possible. Proper planning can, in most instances, avoid the necessity of either. The University of Mary Washington prohibits the continual earning of overtime pay or compensatory leave.
Supervisors must obtain signature authorization from the appropriate area vice president before permitting employees to earn overtime pay or compensatory leave.
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