HR Policies: 6.7.12
Overtime
Subject: Administering Wages and Salaries
Number: 6.7.12
Issued: 3/1/82
Revised: 2/28/03
Applicability
All nonexempt staff, as defined by the Fair Labor Standards Act (See Policy
6.7.9, Fair Labor Standards Act (FLSA) ).
Definition
According to the Fair
Labor Standards Act, all nonexempt staff who work in
excess of 40 hours in a standard workweek are eligible for overtime
pay. Overtime pay is calculated at the rate of one and one-half
times the staff's regular rate of pay.
At Cornell, overtime pay is based on hours paid during the standard workweek. Supervisors must give prior approval for all overtime work.
Compensatory Time Off
Compensatory time off may be authorized in lieu of overtime pay
only if it can be taken within the same work week. Compensatory
time off such as this may not be carried forward into the next work
week. The supervisor and staff member must agree when compensatory
time will be used. (For Holiday Pay information, see Policy
6.9.Time Away From Work, section: HolidayTime)
Dual Appointments
The following procedure is for appointment of a current full-time
or part-time nonexempt university staff member to a secondary appointment
elsewhere in the university. This process is commonly known as a
dual appointment.
Staff may have a dual appointment in the same department or in another department on a regular or temporary basis. When a dual appointment involves a regular job and a temporary service job, the appointment for the regular job is the primary department. The secondary appointment should not conflict with the work hours of the primary appointment. (See Policy 6.13.1, Conflict of Commitment).
Nonexempt staff, endowed and statutory, can hold one committed budget line and be paid hourly for the second position. If a nonexempt staff member holding a dual appointment is eligible for overtime pay, the secondary department is charged for the overtime pay.
Wages earned through these secondary appointments (dual appointments) are not used in the calculation of staff benefits.
Determination of Rate of Pay
When a staff member is performing work which is similar to the primary
appointment, the rate of pay should be the same as the rate paid for the
staff member's primary appointment. If the work is identifiably different,
the pay rate guide for temporary/casual employment will apply (See Pay
Rates section of Policy
6.7.5, Temporary and Casual Appointments).
Calculation of Overtime
When a staff member provides services at two different hourly rates
of pay and is eligible for overtime, the rate of pay (for purposes
of calculation of overtime) is the weighted average of the two hourly
rates during the work period for which the calculation is made.
Overtime pay is calculated at the rate of one and one-half times the weighted average of the two rates.
Approvals
All dual appointments must be approved by the department head, dean or executive
officers, and the HR representative or designee. (Staff in statutory units must
also receive the prior approval of Statutory Finance and Business Services).
Contact the local HR representative or designee or Staff and Labor Relations at 254-6404 or 255-4652 for more information.