…d other supervisory personnel are responsible for assuring compliance with Wage-Hour provisions. Violation of University Wage-Hour provisions may result in disciplinary action. The Department of Labor and US courts interpret the FLSA regulations by first assuming that employees and positions are nonexempt. Therefore, the employer is required to demonstrate that exempt status can be substantiated based on the Department of Labor’s narrow exemption…

…d other supervisory personnel are responsible for assuring compliance with Wage-Hour provisions. Violation of University Wage-Hour provisions may result in disciplinary action. Wage-Hour Exemption Status The intersection of the federal Fair Labor Standards Act (FLSA) with the State Personnel Act (SHRA) creates two major categories of SHRA employment: SHRA Exempt Employees are not exempt from the State Personnel Act, but they are exempt from the ov…

…d other supervisory personnel are responsible for assuring compliance with Wage-Hour provisions. Violation of University Wage-Hour provisions may result in disciplinary action. Policies here address employee status and time worked under various special circumstances such as overtime, shift premiums, on-call status, travel, holiday, and emergency callback to work. Determining Time Worked On-Call and Emergency Call Back Pay Overtime and Compensatory…

…an equivalent permanent position within the same position branch and role. Wage-Hour Status All temporary SHRA employees are subject to the overtime provisions of the federal Fair Labors Standards Act (FLSA), which means they are designated as ‘Non-Exempt’. Temporary employees must submit a completed employee time record for each biweekly period in which they work. Temporary employees must enter their bi-weekly time worked into the TIM System or h…

…gibility All SHRA permanent and temporary employees who are subject to the wage-hour provisions of the Fair Labor Standards Act (FLSA non-exempt) are entitled to overtime compensation. SHRA Permanent Employees: The wage-hour status is based upon the FLSA exemption status of the employee’s position as determined by the Office of Human Resources. All permanent “SHRA non-exempt” employees are eligible to receive either overtime pay or compensatory ti…

…ent SHRA non-exempt employees (including probationary and trainee) who are wage-hour non-exempt either must be paid for on-call time as it is earned or receive paid time off as defined below. SHRA Non-Exempt Employees: On-Call Compensation On-Call Compensatory Time Off For permanent SHRA non-exempt employees, management may choose to compensate on-call time with paid time off calculated at one hour for every eight hours of on-call time (or, 1/8th…

…aid holiday. Equal Time Off Holiday Equal Time Off (ETO) is recorded on an hour-for-hour basis for hours required to be worked on the holiday, not to exceed the employee’s regular paid holiday earnings (8 hours per Paid Holiday for a full-time employee). The amount of Holiday ETO is limited in this manner in order to equalize the paid time off benefit provided to all eligible employees. Holiday Premium Pay An eligible employee who works on any Uni…

…of the State of North Carolina must be paid at or above the State minimum wage, which is $10.61 per hour.All temporary SHRA employees are subject to the overtime provisions of the federal Fair Labors Standards Act (FLSA), which means they are designated as ‘Non-Exempt.’ These employees must submit a completed employee time record for each biweekly period in which they work. Go to Policy Policy on Unpaid Volunteers, Interns & Visiting Scholars UNC…

…ate deductions from the employee’s final pay check subject to any relevant wage-hour laws. Eligibility for Other Types of Leave General Leave Benefits A covered employee shall be entitled to the same state-prescribed sick leave, family and medical leave, family illness leave, civil leave, military leave, community service leave, and special legislative bonus leave given to employees subject to the State Personnel Act. However, with respect to sick…