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Compensation FAQ


Yes, but there are certain restrictions that must be followed: Persons under the age of 18 are not allowed to work in a job that is deemed hazardous according to state and federal law, including, but not limited to, the operation of vehicles, hoists, power tools, saws, or shears, as well as jobs involving exposure to hazardous materials. Persons under the age of 16 are not permitted to work:

  1. Before or after school in excess of four hours a day.
  2. Before 5:00am or after 9:30pm unless the next day is not a school day.
  3. In excess of eight hours in any 24 hour period; and more than 40 hours in any work week. Departments should consult with Human Resources prior to employing person 16 years of age or younger.

Payment for a holiday that occurs during a leave of absence without pay will be made only when the individual works at least one full day before the holiday occurs.

For non-exempt positions, time worked on a holiday does not count toward the computation of overtime pay.

Yes, University departments may require employees, (both exempt and non-exempt positions) in certain jobs to remain on-call, i.e,. the availability to return to work immediately when contacted. Employees in non-exempt positions are paid an hourly rate to compensate for the time they are on-call. On-call time does not count toward the computation of overtime pay. A scheduled on-call shift may not exceed 24 consecutive hours.

Overtime pay is available to all employees in non-exempt positions who work in excess of 40 hours in a work week. The work week begins 12:01am Sunday and ends at midnight the following Saturday. Time absent from work for vacation, holiday, sick , or other paid leave is not counted as time worked for the purpose of computing overtime hours. Employees in non-exempt positions must obtain supervisory approval prior to working overtime.

Overtime for employees in non-exempt positions is calculated at one and one-half (1 & 1/2) times the employees regular rate of pay. For example, if an employee's regular wage is $10/hour and the employee works 10 hours of overtime, he/she should receive $150 as overtime pay ($15 per hour x 10 hours). Employees in non-exempt positions must obtain supervisory approval prior to working overtime. All hours worked must be recorded in PeopleSoft Time & Labor.

Employees in non-exempt positions must obtain supervisory approval prior to working overtime. However, employees who work overtime without supervisory approval may be subject to disciplinary action, even termination. Please note: Any employee who works overtime (with or without supervisory approval) must be paid for hours worked. Disciplinary action may not involve changing timesheets nor requiring employees to not record unauthorized time worked.

No. Only employees in non-exempt positions are eligible for overtime pay.

Supervisors needing a salary calculated for a current employee or a potential new hire should contact the Human Resource Services Director.

Attendance records are stored in PeopleSoft Time & Labor. Any corrections to a timesheet must be adequately documented.

Every position at the University has a salary grade attached to it. The salary grade determines the salary range for that specific position. Where an employee is placed in the salary range is determine by the employees education and related experience above the minimum qualifications of the position. Additional education and experience above the minimum qualifications for a job generally results in a higher salary/wage.

A transfer occurs when a staff member changes from one job to another and/or from one employing department to another. A transfer may result in a lateral move, a promotion, or a demotion.

A lateral transfer results in a change from one job to another job that has the same salary grade. A pay increase generally does not occur with a lateral transfer.

A promotion is the process of changing from one job to another job that has a higher grade and may result in a pay increase. Department administration should consult with Human Resources to determine if a pay reduction is appropriate. Demotion, as defined in this section, does not include demotions that are the result of disciplinary action. Those seeking additional information regarding demotions that are the result of disciplinary action should contact Human Resources.

Travel that keeps an employee away from home overnight is travel away from home. Travel away from home is clearly work time when it cuts across the employee's workday. The time is not only hours worked on regular working days during normal working hours but also during corresponding hours on new working days.