• Non-exempt employees are subject to all FLSA provisions. They are required to account for time worked on an hourly and fractional hourly basis and are compensated for qualified overtime hours.
  
  
• Exempt employees are exempt from FLSA overtime provisions. Exempt employees are paid an established salary and are expected to fulfill the duties of their positions regardless of hours worked. They are not eligible to receive overtime pay or compensatory time off. Hours are reported on a daily basis.

• Premium overtime is time worked over 40 actual hours in a single workweek. Sick leave, vacation, holiday pay, administrative leave, and compensatory time do not generally count as time worked, but are sometimes counted for represented employees. Always check by viewing personnel policy and collective bargaining unit agreements. Premium overtime is compensated at the rate of time-and-one half per hour.
  
  
  
• Straight overtime is time worked that is more than an employee’s regularly scheduled hours, but less than 40 actual hours in a workweek. Straight time is compensated at the rate of one hour of pay per hour worked.
  
  
  

• May be scheduled by the department head within the same workweek in which the overtime is earned to avoid overtime accrual
  
• Accrued hours of straight overtime will be paid.

• An employee must be permitted to use the compensatory time within a reasonable period after making a request (if the requested time off does not unduly disrupt department operations).
  
• An employee must be paid for premium overtime once they exceed the maximum accrual limit.
  
  

Need an expert? If you have any questions, please contact an expert in Compensation in Human Resources, (949) 824-5210.

Notice: University policies, procedures and applicable collective bargaining agreements shall supersede information in this document or elsewhere on this site.