Responsible Office – Department:
Effective Date of Policy:
February 2, 2021
Hourly employees are compensated on an hourly basis and are entitled to overtime for all hours worked over 40 in one week. Hourly employees shall not work overtime unless specifically authorized by their supervisors. Salaried employees are not eligible for overtime.
Supervisors may change staff members’ scheduled hours during a particular workweek to reduce the cumulative number of hours worked that week to 40 or less. Supervisors may also on occasion require an employee to work more than their scheduled hours. While supervisors reserve the right to make last minute schedule changes, supervisors will strive, as a courtesy, to give sufficient notice to a staff employee when their schedule will be changed.
All hours worked up to and including forty (40) hours during the work week (Sunday to Saturday) shall be paid at the staff member’s regular hourly rate. Staff employees will be paid at a rate of time and one-half their regular hourly rate for all hours worked over forty during the workweek. The College considers paid time off for holidays and vacation as hours “worked” for overtime calculation purposes.
According to the Fair Labor Standards Act (FLSA), compensatory time cannot be substituted for payment of time and a half for hourly employees in the private sector unless the compensatory time is given in the same payroll period in which overtime was incurred. Therefore, supervisors can allow a staff employee to take compensatory time within the same payroll week thereby reducing the number of hours worked to 40 or less.
Staff, including essential staff, may be required to report to work and also be required to incur overtime during emergencies, extraordinary weather conditions, for special campus events, or other circumstances deemed necessary by the College. When the College cancels classes, and/or closes administrative offices for extraordinary weather conditions, or other emergencies, work schedules may be changed to differing start and end times, at the discretion of the supervisor and/or the President, to accommodate for snow removal, needed repairs or other necessary services. During these circumstances, supervisors may also require essential staff to stay until relief shift employees are able to report, or may require essential staff to report to work during a shift that begins at a later start time. Refusal to do so may result in suspension without pay or termination.
Essential staff, such as those employed in the Facilities Office may be called into work on a holiday or a day the College is closed even under circumstances where staff are not regularly scheduled or given advance notice. Campus safety supervisors, may be regularly scheduled to work shifts during holidays or when the College and most other offices and departments are closed.
Employees are guaranteed a minimum of 4 hours of work when they are called in.
Hourly employees such as Facilities and Campus Safety Supervisors who are called in or scheduled to work on a Federal Holiday will receive double time for their hours worked. For example, if a grounds worker is called in to work 4 hours on Christmas Day for emergency snow removal, they will be paid 4 hours of holiday pay at their regular rate and 4 hours at double time for their hours worked.
- New Year’s Day
- Martin Luther King Day
- President’s Day
- Memorial Day
- Independence Day
- Labor Day
- Indigenous Peoples Day / Columbus Day
- Thanksgiving Day
- Christmas Day
Winter Break / Inclement Weather
Hourly employees who are called in to work during the winter break (typically the time between the Christmas and New Years Holiday) or an inclement weather day, when the College is closed, will be paid time and a half for all hours they are required to work.