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Warrensburg, MO 64093
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Approval: Approved by the President on June 13, 2005
Authority: Board of Governors Policy 1.2.040
Responsibility: Director of Human Resources
In accordance with state and federal wage and hour regulations, overtime is time worked in excess of 40 hours in a workweek. A workweek is defined by law as 7 consecutive 24-hour periods. The UCM workweek is Sunday, 12:00:01 a.m. through Saturday, 12:00:00 midnight.
Supervisors are responsible for planning the work in their units so all duties can be completed by nonexempt employees during the normal work periods. However, employees may be required to work overtime when necessary for the efficient conduct of UCM business.
Any and all hours worked during the workweek, including those over 40, must be reported in the week in which the hours are worked. The employee will have two options to choose from when being compensated for their overtime.
Option A is the default overtime payment choice for all employees unless the employee elects in writing to use Option B.
Those employees electing to use Option B must fill out the appropriate form and submit to Payroll Services. Additionally, once an employee elects Option B, they will remain in this option until they inform Payroll Services in writing they no longer want this option. However, the employee must remain in this option for a minimum of one year before requesting another option.
Supervisors may not adjust an employee's workweek for the purpose of avoiding overtime. Adjustments within the workweek may, however, be granted if the employee requests the change.
Nonexempt employees initially will be given the opportunity to volunteer for overtime work assignments. Overtime assignments will be distributed as equitably as practical to all employees qualified to perform the required work.
Employees who are assigned to work overtime may decline provided there is another qualified employee available and agreeable to perform the work and the exchange is approved by the supervisor.
All overtime work must receive the supervisor's prior authorization and must be reported as time worked. Failure to obtain prior authorization to work overtime can subject the employee to disciplinary action.