WVU-HR-32
OVERTIME PAY ELIGIBILITY REQUIREMENTS FOR EMPLOYEES HIRED BY OTHER UNIVERSITY APPOINTING AUTHORITIES ON A TEMPORARY OR CASUAL BASIS POLICY
PURPOSE
To outline the manner by which West Virginia University meets the requirements for overtime pay for exempt and non-exempt employees in supplemental work activities in accordance with the Fair Labor Standards Act and West Virginia Board of Trustees Series 31 and 62.
SCOPE
This policy applies to all University employees, including those on the regional campuses.
POLICY
At times, employees may be hired in a secondary position with the University on a casual or temporary basis. The University will properly account for and compensate employees in such situations.
If an exempt employee is hired by another appointing authority on a casual or temporary basis, regardless of whether the work done is exempt or non-exempt activity, that employee is not eligible for overtime pay unless engaged in non-exempt work over 40 hours in the workweek. The exempt employee is eligible for straight time pay for the hours worked in a supplemental non-exempt position.
If a non-exempt employee is hired by another University appointing authority on a casual or temporary basis, that employee is eligible for overtime pay at one and one half (1-1/2) times the entry hourly rate, provided the total hours worked with both employers exceeded 40 during that workweek.
PROCEDURE
Additional information regarding this policy or the proper procedure to follow can be obtained in the Overtime Pay Eligibility Requirements For Employees Hired By Other University Appointing Authorities On A Temporary or Casual Basis procedure.
RESPONSIBILITY FOR IMPLEMENTATION
The immediate supervisor(s) in conjunction with appropriate University administrators are responsible for determining if an employee is being properly compensated for work performed in a supplemental position. The Classification & Compensation or Employee Relations Units in the Department of Human Resources, at 293-5700 respectively or P.O. Box 6640, are available to answer questions or provide additional information regarding this policy.
RESPONSIBILITY FOR INTERPRETATION
The responsibility for interpretation of this policy rests with the Director of Human Resources, West Virginia University.
EFFECTIVE DATE: September 10, 1998
APPROVED BY: Scott C. Kelley, Vice President
