Ohio Administrative Code › Title 3354:1 - Cuyahoga Community College › Chapter 3354:1-41 - Policies for Eligible Employees › Section 3354:1-41-01.2 - Overtime procedures for full time non-bargaining non-indent exempt and exempt employees

Current through all regulations passed and filed through July 1, 2024
(A) Administrator, professional and support
			 staff.
The standard workweek for administrator, professional and
				support staff employee classifications consists of thirty-seven and one-half
				hours. The workweek starts at 12:00 a.m. on Monday and ends at midnight on
				Sunday. The standard workday for administrator, professional and support staff
				employee classifications consists of seven and one-half hours, which includes
				provision for two fifteen minute rest breaks at midpoints in the first and
				second halves of the workday. At mid range within the workday, a one hour meal
				break is provided, but is not a part of the seven and one-half hour
				workday.
(B) Public safety
			 supervisors and building, grounds and service supervisors.
For public safety supervisors and building, grounds and service
				supervisors, the standard workday consists of eight hours, which includes the
				provision for two fifteen minute rest breaks at mid-points in the first and
				second halves of the workday. At mid range within the workday, a one-half hour
				meal break is provided, but is not a part of the eight hour workday. For public
				safety supervisors and building, grounds and service supervisors, the standard
				workweek consists of forty  hours. The
				workweek is a one hundred  sixty-eight
				hour period commencing from the start of the employee's first regular shift in
				the workweek.
(C) Overtime.
(1) Salaried and hourly non-exempt employees.
(a) Under the provisions of the Fair Labor
			 Standards Act, salaried and hourly non-exempt employees must be paid for all
			 hours worked in excess of forty  hours
			 in a workweek. Hours worked in excess of forty  hours includes hours worked from home as well
			 as hours worked before and after the standard workday described in
			  (A) and (B) of this
			 paragraphs
			 rule. Salaried and hourly non-exempt employees must request and receive
			 approval from their supervisor prior to working in excess of forty
			  hours in a workweek.
(b) A supervisor should authorize overtime
			 only in the event of unusual circumstances. Each supervisor should carefully
			 review the work to be done to determine whether it could be incorporated into
			 the regular departmental workload, be performed by temporary employees or
			 completed with the assistance of personnel from other departments. The
			 supervisor, after authorizing overtime, should review the circumstances to
			 determine the reasons and try to eliminate those circumstances which would
			 require overtime in the future.
(c)
			 Supervisors must review and may, but are not obligated to, approve any
			 deviations from the standard workday and must take the responsibility to ensure
			 that time submitted by employees is an accurate record of time actually worked.
			 Moving hours worked from one workday to another and the use of compensatory
			 time off is prohibited. Hours must be paid as they are actually
			 worked.
(d) When it is necessary
			 for an employee to work overtime, the supervisor should be available to answer
			 questions and to make decisions as necessary.
(e) Supervisors should check employees' time
			 reports regularly to be sure that the standard workweek is
			 maintained.
(f) For salaried and
			 hourly non-exempt employees, overtime shall be paid at a rate of time and
			 one-half the regular rate. The time and one-half rate shall begin for hours
			 worked over forty  hours in one
			 workweek.
(g) Employees of the
			 college who are classified as non-exempt must be
			 treated as non-exempt for all work performed for the 
										college.
(h) Full-time, non-exempt employees will
			 generally be paid only on the basis of the bi-weekly time report.
(i) If it becomes appropriate and necessary
			 to utilize a full-time, non-exempt employee for duties outside of that
			 employee's regular job description, such work must be performed on an hourly
			 basis and if total hours worked exceed regular time hours (as defined under the
			 Fair Labor Standards Act), such hours must be compensated at the appropriate
			 premium time rates based on the employee's rate of pay earned on the regular
			 full time position.
(ii) As an
			 example, if a full-time, non-exempt employee of the 
											college is
			 assigned additional duties as a part-time lecturer or as a substitute, the
			 
											college is required to treat the additional work
			 effort on an hourly basis, to maintain required non-exempt payroll records, and
			 to pay overtime for all hours worked in excess of forty
			  hours in one week.
(i) Sick leave, vacation, and
			 personal leave time used are not included in determining the numbers of hours
			 actually worked in any given workday or workweek. All paid holiday hours shall
			 be counted as hours worked for the purpose of computing overtime.
(j) Hours shall be recorded to the nearest
			 one-tenth hour.