Clemson Libraries strive to ensure that nonexempt employees are not scheduled to work more than 40 hours within a work week (Sunday-Saturday). However, if necessary, supervisors may authorize their employees to work beyond the 40 hours in order to provide coverage in some public service areas. No employee will work more than 40 hours per week, or deviate from their regular work schedule, without prior approval from their supervisor.
Clemson Libraries typically does not grant overtime pay to its employees. Therefore, when work time above 40 hours is authorized, compensatory time will be accumulated at a rate of one and one-half (1 ½) hours for each hour worked in excess of 40 hours in a work week.
Under extenuating circumstances, and with proper prior authorization by the Library Dean and unit head, nonexempt library staff members who work in excess of 40 hours within one work week (Sunday – Saturday) may receive overtime pay at the rate of one and one-half (1 1/2) times their hourly rate for time worked over 40 hours.
Authorization for Compensatory Time and Overtime Pay is Required
Employees who work more than 40 hours in a work week (Sunday-Saturday) without proper prior authorization are subject to disciplinary action, up to and including termination.
Recording Compensatory and Overtime Pay
All hours worked must be recorded in Kronos. Hours in excess of 40 will automatically be recorded as a compensatory time accrued in Kronos. If overtime pay is authorized, the applicable compensatory time in Kronos must be changed by the Library HR Manager/Kronos Budget Administrator.
Effect of Leave on Compensatory and Overtime Pay
Only time worked within a work week is considered for Compensatory or Overtime pay. If there has been time recorded in a leave status during the week that overtime is worked, either the leave can be adjusted or compensatory time will accrue at the rate of one hour for each hour in excess of 40 hours in a workweek.
Payment for accumulated Compensatory Time
Nonexempt employees will be paid for any accumulated compensatory time upon termination of employment. If a nonexempt employee is promoted to an exempt position or transferred to another department, the employee must be allowed to use all accrued compensatory time or be paid for all such time prior to the promotion, or the employee’s transfer out of the Library.
Clemson University and South Carolina state policies on Overtime and Compensable Time
South Carolina – http://www.ohr.sc.gov/OHR/regs01/707.htm
The intention of these guidelines is to further clarify the University’s policy on Overtime and Compensable time, located in the Policies and Procedures Manual. Nothing in these guidelines will be contradictory to this policy and, if questions arise, the University policy will supersede these guidelines.
September 22, 2014