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Smith College complies with the terms of the
Fair Labor Standards Act (also known as the Federal Wage and Hour Law), including
the payment of minimum wages and overtime pay. This law and its regulations establish
criteria for determining which positions are non-exempt (i.e., require pay or compensatory
time for overtime hours worked) and which positions are exempt (i.e., do not require
additional compensation for overtime). The law specifies that neither the employee
nor the employer may waive the employee's right to be compensated for overtime if
the position is classified as non-exempt.
The Office of Human Resources is responsible for ensuring
compliance with these regulations, including the determination of exempt or non-exempt
status. Generally, administrative and academic support positions are classified as
exempt and administrative support positions are classified as non-exempt.
Non-Exempt/Administrative Support Staff
Overtime pay is based on actual work hours. Vacation,
sick leave, bereavement leave, and other excused time do 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.
The demands of the academic year or unusually busy times
in office workloads will, at times, require overtime work. Employees may be required
to work overtime during such periods. Overtime work must have the prior approval
of your supervisor and must be recorded accurately. Staff members may not schedule
their own overtime.
Overtime/compensatory time: You will be paid for any
hours worked in excess of your normal weekly work schedule up to 40 hours at your
regular hourly rate. You will be paid at time and one-half your regular hourly rate
for hours worked in excess of 40 hours in a week or be given equivalent compensatory
time off. Compensatory time off must be taken within the same pay week (Sunday to Saturday); you must have the prior approval of your supervisor to use compensatory
time.
Part-time staff: If you work less than 35 hours per
week, you will be paid for any hours worked in excess of your normal schedule up
to 40 hours per week at your regular hourly rate. If you work beyond 40 hours in
a payroll week, you will be paid at time and one-half your regular hourly rate. Part-time
staff do not receive compensatory time.
Schedule adjustments: Supervisors may on occasion require
that employees change their normal work schedule to accommodate the work load. Supervisors
are expected to give reasonable advance notice of such adjustments.
Exempt/Administrative Staff
If you are an exempt employee, 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. College policy
prohibits any payments to exempt employees above their regular base salary.
Exempt/administrative staff are expected to devote whatever
time is necessary beyond their normal work schedule to complete their assigned duties,
and are not normally eligible for compensatory time for hours worked in excess of
35 per week. However, in rare instances, department heads may grant reasonable compensatory
time off where special service is required on an extended basis to meet special (usually
temporary) college needs.
Extra work outside normal position responsibilities:
College policy prohibits payments to exempt employees above their regular base salary.
However, in rare instances where an administrator performs duties which are clearly
outside his or her regular job description and department, and where the other department
would have to pay an outside vendor or individual for these services, a small stipend
may be paid.
Exempt/administrative staff, in grades “H” and above, are not eligible for stipends for additional work except under circumstances when the stipend has been approved for teaching-related responsibilities (see Section 304). The Controller and the Office of Human Resources are responsible for interpreting and administering this policy. |
