If you have not worked more than 40 hours in a standard work week, but the total hours worked plus any paid leave taken that week exceeds 40 hours, you are granted compensatory time off at straight time for hours in excess of 40 hours. Hours not actually worked for which a non-exempt employee is paid, such as holiday, sick leave, or vacation, must be counted in determining total work week hours. If you are granted compensatory time off in lieu of paid overtime, you must take the compensatory time off within 12 months of the worked week. There is no legal requirement, nor is the institution obligated to pay overtime or to grant compensatory time off to exempt employees. While in practice the university does not pay an exempt employee for overtime worked, there are three situations in which, at the discretion of the supervisor and with the written advance approval of the head of the operating unit, exempt employees may be paid for overtime hours they are required to work.
Patient care requires the overtime.
A research project or funding would be placed in jeopardy. A contract would be lost. Payment for overtime will be made only when granting compensatory time off is not feasible and the exempt employee would be paid at straight time. You may consult your supervisor to determine departmental policies and practices regarding overtime and compensatory time. Some departments grant compensatory time off to exempt classified employees.