| Compensation Time—Bi-weekly
Employees |
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| Contents |
This P&P includes the following
main sections:
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Background
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SPSU policy
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Procedure for designating compensation
time
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Document to be attached
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| Background |
A federal law that affects the Fair
Labor Standards Act allows employees to accumulate overtime work and then
be given compensation time later in lieu of being paid overtime.
This P&P explains the procedure for using compensation time at Southern
Polytechnic. |
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| SPSU Policy |
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The Board of Regents has adopted a policy
allowing up to 40 hours of overtime to be accumulated, which means 60 hours
of compensation time can be taken later.
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The compensation time must be taken
by the end of the succeeding quarter or the fiscal year, whichever occurs
first.
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The utilization of compensation time
is at the discretion of the chief administrative officer in charge of the
area.
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Compensation time will be taken upon
mutual agreement between the supervisor and the employee.
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The selection of overtime or compensation
time is firm and cannot be changed except when the compensation time is
not taken by the end of the succeeding quarter or the fiscal year.
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The employee is paid overtime (time
and a half) for the hours that were originally designated as compensation
time. This payment will not occur until the end of the following quarter
or the termination of the employee. All paid overtime must be approved
in writing by the chief administrative officer in charge of that area before
the employee works extra hours.
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Compensation, as with overtime, is based
on work hours only. Hours for sick leave, vacation leave, or administrative
leave are not considered in computing whether overtime or compensation
time is due to the employee.
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Procedure for
Designating
Compensation
Time |
The procedure for designating compensation
time is fairly simple.
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All hours worked and all hours taken
as sick leave, vacation leave, administrative leave or holiday leave are
reflected on the time sheet. These time sheets must be accurate.
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If the total of worked hours exceeds
40 and the employee and the supervisor agreed that this overage can be
considered compensation time at a future date, then the employee and the
supervisor sign the attached form and staple it to the time sheet.
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Payroll separates these two documents
and maintains a proper record of compensation time to be taken and notes
the end of the succeeding quarter thereon.
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At a future date when the employee takes
the compensation time, this time will be noted on the time sheet as the
number of hours per day of compensation time. Such compensation time will
be compared to the previous form completed and subtracted therefrom.
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If during the last payroll period of
the succeeding quarter for the bi-weekly employees, the compensation time
has not been taken, then the employee is paid overtime on this accumulated
compensation time. It is the responsibility of each supervisor who allows
compensation time to keep up with this information and estimate it on the
time sheet accordingly. For example, if a person submits a time sheet
for 36 hours with no notation as to what the other four hours represents,
then it will be assumed that the four hours were vacation time. Thus
vacation will be charged, unless there is no accrued vacation.
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Document to be
Attached |
The Compensation
Time-Biweekly form must be attached to the time sheet. |
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