The Fair Labor Standards Act defines the terms of pay when an employee works over 40 hours in one week. Nonexempt employees are compensated for overtime work, approved by their supervisor, at the rate of one and one half (1 1/2) times their regular rate of pay for any hours actually worked or covered by a paid absence beyond 40 hours in one work week.  For example, a paid holiday or sick day would count toward your 40 hours, but your lunch hours in the week would not. All time worked on an overtime basis must be authorized by your supervisor.

The University has the right to require that non-exempt employees work overtime as needed. The University permits schedule modifications for those days where non-exempt employees may be required to work more than their normal work schedule in lieu of overtime as long as the modification is made within the same work week.
 
Exempt employees are not eligible for overtime pay. An exempt employee is expected to devote whatever time beyond the normal workday is necessary to complete his/her work. Department heads may authorize, at their discretion, compensatory hours or days off based on their recognition of extraordinary time commitments by exempt employees. It is recommended that the department keep records of time granted and used.  Compensatory time should be taken as soon as is feasible, within 60-90 days, and not be accumulated to an excessive amount. Compensatory time is not a paid benefit and will not be paid out upon termination of employment.