800 - Work Hours & Pay Practices

801 - Hours of Operation

The standard business hours of the University offices are 8:00 a.m. to 4:30 p.m. Monday through Friday. Individual departments may operate on alternative schedules based on the nature of the particular services they provide. For an employee to alter the standard workweek schedule, advance approval by their supervisor is required.

802 - Meal Period

The University affords staff members one (1) unpaid hour for lunch, which is scheduled by the department supervisor. No employee shall be required to work more than five (5) consecutive hours without a meal period.

Special note for non-exempt employees: Non-Exempt employees must be completely off duty during this lunch period.  An employee can waive a meal period and work through it if the supervisor agrees. This request or waiver must be initiated by the employee in writing and this time would then be counted toward time worked.

803 - Rest Periods

The University affords a fifteen (15) minute paid break for every four (4) continuous hours of work. Rest periods may not be waived by employees or supervisors. Time not taken as a rest period cannot be used to shorten the workday, accrue compensatory time, or be added to the meal period. An attempt should be made to schedule this break near the middle of a shift or work period. Intermittent rest periods may be allowed instead of a scheduled break when the nature of the work allows intermittent rest periods equal to fifteen minutes during each four hours of work.

804 - Work Week Definition

A workweek is 12:00 a.m. Sunday through 11:59 p.m. Saturday.

805 - Overtime

Overtime pay is applicable only to non-exempt employees. A full-time non-exempt employee normally works thirty-seven and a half (37.5) hours per week [seven and a half (7.5) hours per day]. In accordance with the requirements of federal and state wage and hour laws, non-exempt employees are paid one and a half (1.5) times the regular hourly rate for hours actually worked in excess of forty (40) hours per work week [straight time is given for the hours beyond thirty-seven and a half (37.5) and up forty (40) hours]. Federal and state wage laws require that employees be compensated for any work the employer allows, requests or requires, including work done from home or in the workplace prior to or after normal work hours. Employees may not waive their right to overtime. The supervisor must authorize overtime and/or changes to an employee's regular schedule in advance and in writing. Questions about overtime guidelines should be directed to HR.

806 - Flexing Schedules for Non-Exempt Employees

Arrangements for compensatory time “in lieu of” overtime is not allowed. If a non-exempt employee exceeds 40 hours in a week, the employee must be paid overtime for that week rather than working a shortened week the following week. With approval by a supervisor, however, non-exempt employees may flex schedules within a work week so that an employee does not exceed their normally scheduled hours thereby eliminating the need to pay additional straight time (those working 37.5 hour weeks only) or overtime (for hours worked in excess of 40 hours per week). This flex must be recorded accurately on the employee’s timesheet.

For example: Pat is a non-exempt employee working 37.5 hours per week. Pat works 3 additional hours on a Tuesday evening to assist with a campus event, therefore Pat and the supervisor agree to allow Pat to leave 3 hours early on the Friday of the same work week. Pat would record 10.5 hours worked on Tuesday and 4.5 hours worked on Friday when submitting the timesheet for the week.

807 - Holiday Premium

Holiday premium pay is applicable only to non-exempt employees. Holidays are rarely worked at the University with the exception of essential services. Any non-exempt employee accepting a request to work on an observed holiday receives a holiday premium. There are two options for the holiday premium: (1) an employee may receive premium pay at one and a half (1.5) times the regular hourly rate for working a holiday and, therefore, may not receive a paid day off on another day; or (2) the employee may be paid straight time for the holiday worked and receive a paid day off on another day within that fiscal year as pre-arranged and pre-approved with the supervisor.