Overtime Determination. Per state and federal law, the University will determine whether a position is overtime- eligible or overtime-exempt. If there is a change in the overtime eligibility designation for an employee’s position, the University will provide the employee with written notification of the change.
Overtime Determination. Example 1 Full-time sponsorship with an anticipated 20 hour per week work schedule Instance A Employee is scheduled and works 20 hours per week during pay period. Employee receives guaranteed monthly pay. Instance B During one week, the employee works 20 regularly scheduled hours and an additional 8 hours due to operational needs. Employee receives guaranteed monthly pay. No additional compensation is warranted as 20 + 8 is less than 40. Instance C During one week, the employee works 20 regularly scheduled hours and an additional 8 hours because of operational needs. During this same week, the employee also attended 17 hours of clinical lab time at the sponsoring facility. The employee receives the guaranteed monthly pay and an additional 5 hours of overtime pay. Overtime pay is required because 20 + 8 + 17 = 45 and the 5 hours over 40 are overtime hours. 119 Example 2 Three quarter (¾) time sponsorship with a 20-hour scheduled work week. Instance A Employee is scheduled and works 20 hours per week during pay period. Employee receives the guaranteed monthly pay of a ¾ time position. Instance B During one week, the employee works 20 regularly scheduled hours and an additional 12 hours due to operational needs. Employee receives the guaranteed monthly pay and an additional 2 hours pay at the regular rate of pay. This additional 2 hours at the regular rate of pay is required because 20 + 12 = 32 which is less than 40 but 2 hours more than the 30 hours provided for in the ¾ time agreement. Instance C During one week, the employee works 20 regularly scheduled hours and an additional 12 hours because of operational need. During this same week, the employee also attended 17 hours of clinical lab time at the sponsoring facility. The employee receives the guaranteed monthly pay, an additional 10 hours at the regular rate of pay, and 9 hours of overtime pay. The additional compensation is required because 20 + 12 + 17 = 49 hours which is 10 hours more than the 30 required by the ¾ time position and an additional 9 over 40 requiring overtime compensation. Instance D During one week, the employee works 20 regularly scheduled hours and an additional 12 hours because of operational need. During this same week, the employee also attended 17 hours of clinical lab time at a training site other than the sponsoring facility. The employee receives the guaranteed monthly pay and an additional 2 hours at the regular rate of pay as in B above. This compensation is required becau...
Overtime Determination. A. When daily staffing has fallen below minimum levels, extra time shall be filled by using the steps outlined below with qualified personnel:
Overtime Determination. Each department head determines whether overtime is necessary, and what classification is required to perform a given task. Overtime is not guaranteed. The City may use people outside their classification in their department as needed. The Union President has the right to review overtime lists. Overtime work determined and assigned by the department head shall be distributed equally as possible to employees within the classification whom the department head feels are capable of doing the job requiring overtime. Any employee, who is not in current working status due to illness or sickness, injury leave, light duty, personal leave, or military leave, shall not be entitled to consideration for overtime. Unless otherwise indicated by the employee on the City‟s leave form, an employee will not be called for overtime who is not in current working status due to vacation, union leave, personal leave or comp time off and will not be charged as a refusal. The employee may elect to be included on the overtime roster on the City‟s leave form if the employee is taking vacation or comp time and he shall be considered in accordance with the procedure set forth below. When overtime is assigned, the opportunity to work overtime shall be offered to the qualified employee within the classification and within the department who has the least number of overtime hours to his credit at that time. If the employee does not accept the overtime assignment, he shall be credited with the work hours offered solely for purpose of future overtime assignments. When it is known in advance that overtime will be required to cover shift work, the supervisor will offer the employee who is low on the overtime roster at least twenty-four (24) hours in advance and up to seventy-two (72) hours in advance when time permits. For other employees, supervisors shall notify their employees as soon as reasonably possible when the supervisor knows that overtime will be available. At such time the employee accepts the overtime, the hours shall be credited to that employee on the overtime roster. If an attempt is made to reach an employee by telephone and, after seven (7) rings, there is no answer, or if a busy signal is reached on not less than two (2) attempts, this fact shall be documented. In addition, if an answering machine is reached, no message shall be left. It will be construed this person is unable to be reached and this fact shall too be documented and the next employee on the list may be called...
