It is recognized that workload fluctuations and peak periods occur, and that this may require some staff members to work overtime at various times. Certain predictable overtime situations may be anticipated, planned and scheduled well in advance of the actual time worked, based on the Department's past experience, and recurring cyclical work load requirements. At other times, overtime requirements may be unanticipated, and advanced scheduling may not be possible. This policy provides the framework for compensation of staff members when overtime work is required. This group includes jobs which are primarily supervisory in character and professional staff.
Managerial staff are likely to manage a group of supervisory or professional staff.
Provisions Overtime payment is to be made in the pay period immediately following the pay period during which the scheduled overtime was worked or, if compensating 'time in lieu' is to be used, it should be taken as soon as practicable after the scheduled overtime was worked, but in any case, must be taken within one calendar year of the overtime worked, or payment should be made. In order to determine the amount of an overtime payment, an hourly rate is calculated by dividing the annual salary by 1863. Overtime is compensated once it exceeds the University's normal number of working hours per week by one hour, or when it exceeds the flex time accounting period by one hour, after which entitlement is computed from the commencement of the overtime period. All overtime worked in excess of the normal work week of 36.25 hours, or in excess of the flex-time accounting period, shall be paid at one and one half times the regular rate of pay. The provisions of the Employment Standards Act quoted above apply to this group only for hours worked in excess of 44 hours per week.