VCOM Institutional Policy and Procedure Manual

VCOM Policy and Procedure

Policy #U019

Employees should review their exempt or non-exempt status to determine if they believe they have been inappropriately classified. The employee is responsible to notify the HR Director and their Division Officer of the error in writing. 6. OVERTIME WORK Non-exempt employees should not work beyond 40 hours in any one week; however, the duties of exempt employees often carry them beyond 40 hours per week. When hours for exempt employees are excessive, Division Officers should consider comp-time within the workweek or following week so the employee will have time for rest. Overtime is not recommended for non-exempt or wage employees. If overtime is unavoidable, written approval from an employee’s supervisor and the division officer must be obtained a minimum of two business days in advance of working over 40 hours during any workweek. Employees may not volunteer for work if that work would exceed 40 hours in one workweek, resulting in overtime. In general, non exempt employee should be relieved of time during the same workweek to avoid overtime. Non-exempt employees shall not work overtime until written approval is received. If an employee who works during the week is required to work on the weekend in order to staff planned College events (i.e., white coat, graduation, etc.), the employee will be given compensation time so that an equal amount of time is taken in advance during the same workweek to avoid overtime. If an employee is approved to perform work related duties at home or during off hours, the non-exempt employee is required to log those work duties and the time required to perform those duties. It is not VCOM’s policy to allow work from home so this should not be a frequent occurrence. In logging those hours, should the employee find that the hours logged will lead to overtime, the employee must show the log to the Division Officer the morning of the next day (prior to overtime) so that the Division Officer may approve the overtime, not approve the overtime, or provide compensation time during the same workweek. When overtime cannot be avoided, and pre-approval is obtained, the non-exempt employee shall be paid for approved overtime worked in any workweek where they exceed 40 hours. Holidays or any authorized leave of absence that is to be with pay will not be counted as work hours for purposes of computing overtime but will be used for determining hours worked during the workweek. 6.1 Process for Non-exempt Employees to Track Hours in Order to be Paid Overtime S alaried, non-exempt employees shall count or track hours they plan to work in any workweek and notify the supervisor if the workweek schedule will exceed 40 hours. If approved to perform work related duties at home or during off hours, the non-exempt employee is required to log the work duties performed at home or during off hours. If those duties will lead to overtime, the employee must show the log to the Division Officer the morning of the next day so that the Division Officer may approve the overtime or provide compensation time during the same workweek. The salaried non-exempt employee shall request overtime or to be relieved of time during the same workweek to avoid overtime. Salaried, non-exempt employees shall obtain written approval from their supervisor and the Division Officer a minimum of two business days in advance of working

VCOM Employee Work Hours and Overtime Policy

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