8- 4-1 Personnel Work Schedules|
|PERSONNEL WORK SCHEDULES
BASED ON POLICY NUMBER AND TITLE
SBTCE POLICY 8-2-104 OVERTIME COMPENSATION
PURPOSE: To define the number of working hours per week for all full-time equivalent (FTE) employees and the methods to be used for related reporting.
All offices are to be staffed Monday through Friday from 8:30 a.m. until 5:00 p.m. Other scheduling of personnel will be at the discretion of the appropriate Vice President.
In compliance with the Fair Labor Standards Act (FLSA), the standard workweek for Trident Technical College is 40 hours per week, excluding lunch periods. The workweek shall begin at 12:01 a.m. on Sunday and shall end at 12:00 midnight on Saturday.
Working hours for permanent FTE teaching faculty are governed by TTC Procedure 13-0-8, "Full-time Faculty Workload/Overload."
Exempt employees are those not subject to FLSA overtime regulations (those employees in jobs that are generally managerial, professional, faculty or administrative in nature). Exempt employees must report all absences on the Monthly Time Sheet (TTC Form T3-43). Supervisors should submit these forms to the Human Resources Office on the last working day of each month, and no later than the fifth day of the following month.
Non-exempt employees are subject to overtime provisions of the FLSA (those employees in jobs that are generally technical, clerical, service, maintenance, or public safety in nature). Non-exempt employees must report all hours of work and all hours of absence for each calendar month on the Monthly Time Sheet (TTC Form T3-43). By law, time sheets must show, to the nearest tenth of an hour, all time worked each day. Supervisors should submit these forms to the Human Resources Office on the last working day of each month, and no later than the fifth day of the following month. The following regulations apply to all non-exempt employees:
A. Employees and supervisors must record overtime worked and compensatory time taken on the Monthly Time Sheet
(TTC Form T3-43).
B. The FLSA requires that either compensatory time off or monetary compensation (pay) at the rate of one and one-half
times the regular hourly rate be awarded for time worked beyond any tenth of an hour over 40 hours per week. However,
in the event that an employee works additional hours during a week in which a holiday or other leave with pay occurs,
payment shall be at straight time until the employee has actually worked over 40 and one-tenth hours.
C. The immediate supervisor must request that the employee perform any overtime work prior to the performance of the
work. The employee will then receive compensatory time-off. All overtime worked by covered employees must be
approved in advance by the appropriate Cabinet member if the employee is to receive monetary compensation instead
of compensatory time-off. Monetary payment for overtime shall not be made unless the appropriate Cabinet member
has indicated his/her prior approval by initialing and dating the overtime hours on the monthly time sheet. Otherwise,
supervisors must arrange and report compensatory time off.
D. Compensatory time accrued must be taken within 90 days of the date earned or the employee must be given monetary
compensation (pay). at a straight time rate for each hour over the 90 day limit
Exempt employee may receive compensatory time for hours worked in excess of 40 hours in the workweek. If granted,
compensatory time must not be at a rate greater than one hour of compensatory time for each hour worked in excess of
40 hours in the workweek.
Updated July 14, 2008
|Trident Technical College, Copyright ©2011|