With the introduction of the Web Entry Time Sheet process in Banner, please see the following clarifications below:
The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, equal pay and record keeping for employees who are covered by the act. Pursuant to the FLSA, overtime will be paid to those employees working in jobs defined as non-exempt under the FLSA. Exempt/nonexempt status is determined by the position responsibilities as outlined in the job description and not associated with an individual employee. The status is assigned at the time a position is evaluated in human resources.
• Exempt Employees–employees who are paid on a salary basis and who are not subject to the overtime pay provisions of the FLSA and/or any similar and applicable state law relating to the payment of overtime.
• Non-Exempt Employee-employees who are paid on an hourly basis and who are subject to the overtime pay provisions of the FLSA and/or any similar and applicable state law relating to the payment of overtime.
Exempt employees are not required to record regular time worked. They are required to record all exception time including vacation, sick, personal and family care leave time. Exception time must be recorded during the pay period it is incurred. No additional compensation is paid for overtime hours to those classified as exempt. The nature of a salaried professional often requires commitments to meet job responsibilities that extend beyond a 37.5 hour work week.
Non-exempt employees are required by law to be paid an hourly wage for all hours worked and to be paid overtime at the rate of one and one half (1.5) times the employees hourly rate for all hours worked in excess of the established overtime threshold over 40 hours in one work week.
Flexible scheduling will continue to be permitted based on departmental needs and the supervisor’s approval. (Example: If you are working an event on Saturday for four hours, you should adjust your schedule and leave four hours early on another day within that pay period.) Flexible scheduling is not allowed outside of the current work period. All overtime must be authorized in advance by the appropriate supervisor or designee and must be submitted to payroll in accordance with the department’s time and attendance system procedures.
Canisius College recognizes that its most important assets all its faculty, staff and students. We are committed to providing consistent guidelines regarding pay practices for our employees while adhering to all federal and state wage and hour standards as determined by the appropriate regulatory agencies.
Submitted by: Linda Walleshauser, associate vice president, human resources