Classified Staff Overtime Guidelines

Issue / Question
For classified staff when they are needing to add overtime to their time sheets. 
  • What are guidelines for overtime classified staff?
  • What do I do when I have overtime hours?
Environment
  • Platform
    • MyISU
  • Audience Affected
    • Staff
Resolution
Overtime is tallied by week, and is only available for actual time worked. (For example, sick leave and vacation leave are not time worked, so if additional hours are worked other days, those hours cannot be counted as overtime.)  Overtime hours should be entered at the end of the week, after a full 40 hours of regular time  have been worked.  
Different departments have different policies regarding whether they want employees to enter overtime as Comp Time  Accrued 1.5 or Overtime Paid. Therefore all overtime should be discussed with a Supervisor before any overtime hours are worked, so the employee is clear about how they will be compensated for their overtime.
If you have questions, contact your HR Consultant. 
Click here for converting Minutes to Tenths of hours article or you can download the PDF (bottom right).
Example 1
Benny worked 10 hours on Tuesday. On Wednesday he took off two hours early.  His total hours for the week is 40 hours worked with no overtime. Benny should enter all the hours he worked each day using the Regular Pay Hours Worked earn code. Click here for example video.
Sunday
Monday
Tuesday
Wednesday
Thursday
Friday
Saturday
 
8 Reg Pay
10 Reg Pay
6 Reg Pay
8 Reg Pay
8 Reg Pay
 
Hours Entered: 40 Hours Regular Pay
Example 2
Betty stayed home sick Monday, then worked 2 extra hours on Tuesday and Wednesday. Since she only actually worked 36 hours, she does not earn overtime for the days she stayed late. Betty should enter 4 hours of Sick Leave and 36 hours of Regular Pay Hours Worked. Click here for example video.
Sunday
Monday
Tuesday
Wednesday
Thursday
Friday
Saturday
 
4 Sick Leave
10 Reg Pay
10 Reg Pay
8 Reg Pay
8 Reg Pay
 
Hours Entered: 36 Hours Regular Pay & 4 Hours Sick Leave
Example 3
Monday was a holiday, then Bobby stayed an hour late at work for the next 4 days. Although the total for the week will add up to 44, Bobby only actually worked 36 hours, so he doesn’t get overtime for the days he stayed late. He should enter 8 hours of Holiday Leave, and 9 hours each of the next 4 days under Regular Pay Hours Worked. He will not earn time and a half for any of those days because he didn’t actually WORK over 40 hours. Click here for example video.
Sunday
Monday
Tuesday
Wednesday
Thursday
Friday
Saturday
 
8 Holiday
9 Reg Pay
9 Reg Pay
9 Reg Pay
9 Reg Pay
 
Hours Entered: 8 Hours Holiday Pay & 36 Hours Regular Pay
Example 4
Bonnie worked on a federal holiday, and also worked her regular hours the rest of the week. As a Classified Staff member, she is entitled to time and a half, either paid or as a future comp day for working on the holiday, depending on the policy in her area. Bonnie’s department wants her to enter her work on the holiday as comp time, so Bonnie should enter 8 hours on Monday as Holiday Leave, plus 8 hours on Monday as Holiday Hours Worked Comp Time. (This is what your timesheet will look like if you are full-time and work the full week of Columbus Day and Veterans Day).
Sunday
Monday
Tuesday
Wednesday
Thursday
Friday
Saturday
 
8 Holiday Leave
8 Holiday Worked  Comp Time
8 Reg Pay
8 Reg Pay
8 Reg Pay
8 Reg Pay
 
Hours Entered: 8 Hours Holiday Leave, 8 Hours Holiday Worked Comp Time, & 32 Hours Regular Pay
However, if Bonnie had been told to claim the time worked on the holiday as work paid, she would enter 8 hours on Monday as Holiday Worked Paid 1.5, rather than Holiday Hours Worked Comp Time. Click here for example video.
Sunday
Monday
Tuesday
Wednesday
Thursday
Friday
Saturday
 
8 Holiday Leave
8 Holiday Worked Paid 1.5
8 Reg Pay
8 Reg Pay
8 Reg Pay
8 Reg Pay
 
Hours Entered: 8 Hours Holiday Leave, 8 Hours Holiday Worked 1.5, & 32 Hours Regular Pay
Example 5
Billie worked an extra 2 hours on Monday, then worked her regular 8 hour days the rest of the week. Billie’s department wants her to be paid for those overtime hours and not accrue comp time. She should enter the 10 hours on Monday as Regular Pay Hours Worked (since overtime is tracked by the week, not the day). Then on Friday, she will enter 6 hours of Regular Pay Hours Worked, bringing her total of Regular Pay to 40 hours. The additional 2 hours she works is then entered for Friday as Overtime Paid.
Sunday
Monday
Tuesday
Wednesday
Thursday
Friday
Saturday
 
10 Reg Pay
8 Reg Pay
8 Reg Pay
8 Reg Pay
6 Reg Pay
2 Overtime Paid
 
Hours Entered: 40 Hours Regular Pay & 2 Hours Overtime Paid
However, if Billie had been told to claim those hours as Comp time, she would enter the final two hours as Compensatory Time Accrue 1.5 on Friday. This is then saved as 3 hours of compensatory time that she can take as leave on a later date. Click here for example video.
Sunday
Monday
Tuesday
Wednesday
Thursday
Friday
Saturday
 
10 Reg Pay
8 Reg Pay
8 Reg Pay
8 Reg Pay
6 Reg Pay
2 Comp Time Accrue
 
Hours Entered: 40 Hours Regular Pay & 2 Hours Comp Time Accrue 1.5
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