The University Wage-Hour provisions conform to the requirements of both the Fair Labor Standards Act (FLSA) and the State’s “Policy on Hours of Work and Overtime Compensation.” It covers SHRA employees, both permanent and temporary. Deans, directors, department heads and other supervisory personnel are responsible for assuring compliance with Wage-Hour provisions. Violation of University Wage-Hour provisions may result in disciplinary action.

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 overtime compensation provisions of the Fair Labor Standards Act. SHRA Exempt employees are not required to complete University timesheets (although departments may designate alternative forms of tracking work hours).

SHRA Non-Exempt Employees are not exempt from the State Personnel Act, and they are not exempt from the overtime compensation provisions of the Fair Labor Standards Act. These employees must be compensated at a rate of time and one-half for all hours worked in excess of 40 hours during a single work week. This compensation may be overtime pay or compensatory time off.SHRA Non-Exempt employees are required to complete biweekly University timesheets.

Exempt status for permanent SHRA employees is based on the nature of their work and is not directly related to salary, classification, job, or working title.

The federal Fair Labor Standards Act sets guidelines for determining which employees are subject to the overtime provisions of the Act (FLSA non-exempt) and which employees are not subject to the overtime provisions of the Act (FLSA exempt). Non-Exempt and Exempt status are determined in the Office of Human Resources by the Classification and Compensation Specialist at the time a position is established or reallocated.

The University Wage-Hour provisions conform to the requirements of both the Fair Labor Standards Act (FLSA) and the State’s Policy on Hours of Work and Overtime Compensation. It covers SHRA employees, both permanent and temporary. Deans, directors, department heads and other supervisory personnel are responsible for assuring compliance with Wage-Hour provisions. Violation of University Wage-Hour provisions may result in disciplinary action.

Policies below 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.