30 COMPENSATION As a public higher education institution, Frederick Community College offers fair compensation and benefits to attract and retain exemplary employees. Recording Work Hours – Non-exempt Employees The regular work week for full-time, non-exempt staff is a 35-hour schedule, established by the College, within the period from 12:00 a.m. Sunday until 11:59 p.m. on Saturday. Non-exempt employees will record their work hours on the electronic timesheet using the PeopleSoft portal. No employee may record hours for any other employee. Violations will be addressed as misconduct under the Employee Misconduct Policy and Procedures. Supervisors are authorized to make appropriate corrections to the record of a direct report with the applicable notations or comments recorded on the timesheet. All non-exempt employees should accomplish the necessary workload within their regular workweek. Supervisors are responsible for effectively managing the workload of their direct reports. Employees may never work additional hours without prior authorization by the supervisor. However, the supervisor may determine that additional hours are required. Supervisors are required to request permission from their Senior Leader who will seek approval from the Vice President for Finance for any additional compensation beyond the 35-hour workweek before they authorize the additional time. If approved by the supervisor, additional work hours will be compensated as regular hours, overtime, or compensatory time. Regular Hours For hours worked beyond the regular work week, where total hours are between 35 ¼ and 40 hours, the additional hours will be compensated as regular hours at the regular hourly rate. The employee may elect to receive payment for the additional work hours through payroll or as compensatory time. In either case, the compensation will be at the regular hourly rate. Overtime In compliance with the Fair Labor Standards Act relating to overtime pay, non-exempt employees who work in excess of 40 hours during the workweek will be paid at an hourly rate equal to one and a half times their regular rate of pay for the additional hours. The 40 hours apply only to hours actually worked. Annual leave, sick leave, personal leave, leave without pay, or other paid hours that do not represent hours actually worked are not included in the 40hour calculation for purposes of the overtime rate. However, HR-approved medically documented sick leave for employee illness, holidays, and snow days, or other emergency closings when the entire College is closed, will be included as hours worked. The employee may elect to receive payment for the additional hours through payroll or compensatory time. In either case, the payment will be at a rate of time-and-a-half (see Essential Personnel section for exception). Compensatory Time In lieu of compensation through payroll, non-exempt employees will be permitted to accrue compensatory time.
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