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Wage Hour Definitions

March 7, 2017

…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…

Wage Hour Policies

November 9, 2016

…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…

SHRA Direct Hire Temporary Compensation & Wage-Hour Administration

July 31, 2017

…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.’ These 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 have…

Wage Hour Policies

July 31, 2017

…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…

Definitions

November 2, 2016

Definitions background check: a search of federal, state and municipal jurisdictions for criminal convictions, national sex offender registration, driver’s license history, and education credential and professional licensure verification. For paid appointees, the University also checks federal contractor debarment status. These background checks are all intended to provide relevant information to the University about the candidate’s suitability…

Hiring Temporary Employees

January 6, 2017

…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…

Overtime & Compensatory Time Off for SHRA Non-Exempt Employees

March 7, 2017

…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…

On-Call & Emergency Callback Pay

November 9, 2016

…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…

COVID-19 Leave Information

July 24, 2020

…bility to employees in use of CSL. If the employee is opting to use the 36-hour CSL, the hours per week used may vary week to week. Normally, this is assumed to be one hour per week throughout a school academic year, but greater flexibility has been provided so that hours can be used by the end of the year. Tutoring and mentoring shall be in a formal standardized program or may include non-conventional tutoring/mentoring arrangements to include pl…

Additional Employment

April 26, 2017

…ases, special arrangements must be made to coordinate funding, comply with Wage-Hour law, and determine employee eligibility for benefits. Please contact the Employment & Staffing Department if such a case arises. Also note that a permanent part-time employee may work additional hours on a temporary basis only. If the conditions requiring the additional hours continue, the department should contact the Employment & Staffing Department to discuss l…