I. PURPOSE:
To state policies and rules by the Federal Labor Department, the State of Rhode Island, and the University concerning overtime pay.
II. APPLICABLE TO:
All employees must receive prior approval from the appropriate authority before working any hours which would commit the University to overtime pay, except in an emergency, in which case, said approval must be given the next day.
APPROVAL AUTHORITY FOR OVERTIME PAY:
- President of the University
- Vice Presidents
- Assistant Vice Presidents
- Director and Assistant Director, Budget
- Controller and Assistant Controller
- Deans and Associate Deans
- Business Manager
- Administrator, Bookstore/Dining Services
- Bursar
- Director, Academic/Administrative Computer Centers
- Director, Admissions
- Director, Alumni Affairs
- Director, Athletics
- Director, College of Continuing Education/Administration
- Director, Development
- Director, Financial Aid
- Director, Health Services
- Director, NBC/Business Office
- Director, NBC/Facilities
- Director, Office of Residential Life
- Director, Physical Plant
- Director, Property and Receiving
- Director, Public Safety
- Director, Student Life
- Director, University Relations
- Director, Memorial Union
- Assistant Provost
- Manager, Administrative Services
- Manager, Printing Services
- Registrar
- Supervising Buyer, University Purchases
Principal Investigators also have such authority only as it applies to personnel on grants, funds to which he/she is directly responsible.
III. CLASSIFIED EMPLOYEES:
Overtime is defined as the required performance of work in excess of the established work week. For overtime compensation purposes there are three basic work weeks:
1. Thirty-five (35) hour work week exclusive of unpaid lunch period.
2. A forty (40) hour work week exclusive of unpaid lunch period.
3. A non-standard work week.
Compensation for authorized overtime work shall not be paid to employees in the non-standard work week category.
Whenever an employee is required to work on a holiday which falls on his/her regularly scheduled workday, the employee shall be credited with the number of hours in his official work schedule for that day, plus the number of hours actually worked at the rate of one and one-half time. Time and one-half shall be paid for approved work performed in excess of appropriate established work week. The following exceptions are authorized in appropriate contractual agreements.
1. An employee represented by the Association of Clerical Technicals/National Education Association may elect to take compensatory time in lieu of cash with the approval of the supervisor.
2. Employees represented by Council 94/Local 528 – when funds become unavailable within a department to pay cash for authorized work performed between thirty-five and forty hours for employees on a thirty-five hour work week schedule, compensatory time shall be credited to the affected employee at the rate of one and one-half times such hours. However, in any event, an employee may elect to take compensatory time in lieu of cash for the hours between thirty-five and forty.
IV. NON-CLASSIFIED EMPLOYEES:
Eligible non-classified employees who earn less than $14,000 annually shall be paid for approved work in excess of the established work week at the rate of time and one-half. Where sea pay is involved refer to appropriate union contract.