It is the policy of Bethel University that overtime is kept to a minimum, consistent with the operational requirements of the institution and your department. Overtime must be scheduled and approved in advance by your supervisor.
The Fair Labor Standards Act (FLSA) requires an employer to pay non-exempt workers at least one and one-half times their regular rates of pay for all hours worked in excess of 40 in one week (defined as Sunday to Saturday). California State law requires overtime rate for all hours worked in excess of 8 hours in one day. All hours worked and holiday and personal leave taken count towards overtime pay. All other leave taken such as vacation, sick, etc. does not count towards overtime pay.
An employee working 40 hours or less per week (in California 8 hours or less per day) is NOT eligible for overtime pay. For further information on compensatory time off, call the Office of Human Resources.
Non-exempt Employees
If you are eligible for overtime pay or extra pay, you must maintain a record of the total hours you work each day. These hours must be accurately recorded on your timesheet. Each employee must sign (self-service login acts as an electronic signature for online timesheets) his or her timesheet to verify that the reported hours worked are complete and accurate (and that there is no unrecorded or “off-the-clock” work). Your timesheet must accurately reflect all regular and overtime hours worked, any absences, early or late arrivals, early or late departures and meal breaks. At the end of each pay cycle, you should submit your completed timesheet for verification and approval by your supervisor. When you receive each pay check, please verify immediately that you were paid correctly for all regular and overtime hours worked each workweek.
Exempt Employees
If you are classified as an exempt salaried employee, you will receive a salary which is intended to compensate you for all hours that you may work for Bethel University. This salary will be established at the time of hire or when you become classified as an exempt employee. While it may be subject to review and modification from time to time, such as during salary review times, the salary will be a predetermined amount that will not be subject to deductions for variations in the quantity or quality of the work you perform.