It is the goal of the HR department to ensure that all employees have a clear understanding of policies and guidelines controlling overtime and comp time. The information below is a summary of the federal laws as they pertain to exempt and nonexempt employees. Also included is the system expectations related to comp time and trade time. If you have additional questions please contact the HR department.
Explanation of overtime and comp time
The Fair Labor Standards Act was adopted in 1938. FLSA currently addresses: minimum wage, overtime pay standards, equal pay and child labor standards.
Classes of employees:
Exempt employees – Which means you are exempt from earning overtime. This class includes: Executives, administrators, professional categories and highly compensated individuals. Generally, employees must be paid a salary of at least $455 per week (or $23,660 per year) [proposed to increase to $50,440 per year]. Must be paid on a salary basis. Duties shall satisfy either the executive, administrative or professional duties test. Teachers are specifically exempt from the minimum compensation requirements and qualify for the professional exemption.
Non-Exempt employees – Those employees that are protected by overtime provisions. Simple rule: If not a teacher, AP, Principal or Central Office Administrator – probably a non-exempt employee that must be paid overtime or earn comp time. All overtime should have prior approval by direct supervisor.
COMP TIME RULES:
- Earn at time and a half
- Can accrue a max of 240 hours. After that, overtime must be paid out
- Accrued comp time must be paid when an employee leaves a school district
TRADE TIME GUIDELINES:
- Prior written approval from the principal
- Unused trade time will not carryover from one school year to another (any not used by the last workday of a school year will be lost)
- Can only be used on non-instructional days
- Cannot be earned on a scheduled day of work
- Must be earned and used in half or full day increments
- Trade time will not be earned if the employee is being paid, or if the cost of the event attended is paid by the LEA.
- A maximum of three days can be earned in a year (including summer) for working at the Principal’s request