Overtime is defined as any work hours in excess of 37.5 hours per week for full-time employees and any work hours in excess of the number of hours per week approved in the official employment contract for part-time employees. Overtime is calculated based on actual duty time and will exclude non-duty time such as annual, sick, and other types of leave. Holidays will be included as duty time for overtime calculations.
The department head or supervisor must approve overtime in advance.
Any non-exempt employee that works during a period when the college is closed for inclement weather will earn compensatory time for the time worked.
Physical Plant employees that are required to work for snow and ice removal during a period when the college is closed will receive, in addition to their normal pay, monetary payment for the time worked at the rate of one and a half times their normal pay.
Any non-exempt employee that works during a period when the college is closed for a declared emergency will either earn compensatory time for the time worked or receive monetary payment for the time worked. The president will have the discretion to determine the form and rate of compensation (compensatory time or monetary payment) depending on the nature and duration of the declared emergency.
Non-exempt employees are required to work overtime upon request by the college.
Overtime will be earned at a straight time rate for all hours worked up to 40 hours per work week.
Overtime will be earned at a time and one-half rate for all hours worked in excess of 40 hours per work week.
Overtime compensation (either monetary payment or compensatory leave) is available to non-exempt personnel employees only.
Compensatory leave must be used in lieu of overtime payment unless the institution determines that the department's or individual's workload is such that compensatory leave is not feasible or an individual has accumulated the maximum compensatory time balance.
Compensatory leave should be given as compensation for overtime worked in lieu of monetary compensation whenever possible. Monetary compensation for overtime should be limited to the maximum extent possible.
A report of monetary payments for overtime will be monitored and approved monthly by the Vice President for Business and Finance.
It is not necessary that compensatory leave be taken within the workweek or pay period earned. An employee may accrue a maximum of 100 hours of compensatory leave. Once 100 hours of compensatory leave is reached monetary compensation will be paid to reduce the compensatory leave balance to 50 hours. All monetary compensation will be charged to the appropriate departmental budget.
An employee may request use of accrued compensatory leave at any time. The department must permit use within a reasonable time unless the requested use would unduly disrupt department operations.
All compensatory leave should be exhausted prior to an employee taking leave without pay or annual leave. All unused compensatory leave will be paid in a lump sum at the current wage rate upon termination. No other cash payments for compensatory leave will be made except as provided in this policy.
Supervisors may require employees to take accumulated compensatory leave when non-peak workloads or other conditions permit to ensure the availability of employees during regular or peak work periods. Supervisors should make a concerted effort to plan the time off and notify employees in advance.
Exceptions to this policy may be made by the president to the extent permissible by law.
(Original RSCC policies PA-12-01 Compensatory Leave and PA-12-02 Overtime Leave were combined to create this policy.)
Roane State Community College does not discriminate on the basis of race, color, religion, creed, ethnicity or national origin, sex, disability, age, status as protected veteran or any other class protected by Federal or State laws and regulation and by Tennessee board of Regents policies with respect to employment, programs, and activities. View full non-discrimination policy.