Williams conforms to all terms of the Fair Labor Standards Act (FLSA). This includes the payment of minimum wage and overtime pay. These laws and guidelines establish the criteria for determining which positions are salaried (exempt) and which are hourly (non-exempt).
Those positions deemed to be hourly must be paid for all hours worked. Pay for hours worked beyond 40 hours in a week is paid at one and one-half times the employee’s regular hourly rate. This is required by law and neither the employee nor the supervisor nor the employer is allowed to make exceptions.
Overtime pay is based on actual work hours. Sick time does not count as work hours for the purpose of calculating overtime. All work performed for the college, whether in one or more assignments, is included in the calculation of hours worked.
Flex Time
In certain situations, employees may opt to take scheduled time off within the same week they have worked overtime instead of receiving pay for those hours. For example, an employee who needs to work on a Saturday may, workload permitting, take the same number of hours off on the prior Wednesday. They are not allowed to carry the time into the following week.
Exempt/Administrative Staff
Exempt staff are expected to devote whatever time is necessary beyond their regular work schedule to complete their assigned duties, occasional service in excess of the regular work week, and, in some assignments, regular service on evenings and weekends may be expected of you to meet the responsibilities of your position. The extra time and effort required normally increases with the level of the position you hold and is reflected in the regular compensation for the position.