3.6.2 Compensatory and Overtime Hours

Policy TrackingDate
ApprovedJuly 10, 2023
RevisedMay 22, 2023
ReviewedMay 22, 2023

  1. Overtime − When the compensatory time arrangement is not in the best interest of the College, overtime pay for work in excess of 40 hours per week may be authorized by the employee’s supervisor and approved by the appropriate Vice President. Only non-exempt employees classified as grounds staff, maintenance staff, custodial staff, or police and public safety staff will be eligible for overtime pay. The College will pay for overtime worked at the rate of one and one-half times the regular rate of pay for all hours worked in excess of 40 hours in a work week (except as provided for below).
  2. Exceptions to Computing Hours Worked − In some cases, an employee who works more than 40 hours in a work week may receive compensation for some or all of those additional hours at the straight time rate. This would occur when, during that same week, the employee had been away from the work station for any of the following reasons: time spent on vacation, sick leave, holidays, wellness activities, child involvement time, compensatory time, or any other types of approved leave (educational, civil, funeral, etc.). Only hours when the employee was present at the work station will be used to determine if and when the 40 hour threshold has been reached. When it has, all other hours beyond 40 will be compensated at one and one-half times.
  3. Time Sheets − Non-exempt employees must fill out monthly time sheets provided by the College that shall include all hours worked and all compensatory time taken. Forms must be completed and signed by the employee and  their immediate supervisor, and submitted to Human Resources.  
  4. Exempt Employees − Employees who are exempt from the provisions of the FLSA (classified as executive, administrative, managerial, professional, etc.) are required to work the normal working hours routinely but may also be required to perform work over and above the standard 39 ½ work week when such duty is determined to be in the best interest of the College.
  5. Compensatory Time − Non-instructional employees: Blue Ridge Community College adheres to the Fair Labor Standards Act (FLSA). Employees classified as “non-exempt” (ref. Procedure Sec. 3.1.2 Employee Classifications) who are required by their supervisor to work beyond the normal work day, will earn compensatory time if time worked exceeds 40 hours during their designated work week.  Employees should make arrangements with their supervisor to take this time off within the pay period in which it is earned. When an employee is required to work hours in excess 40 hours in a work week, they will be granted compensatory time on a one and one-half time basis (except as provided for herein). Compensatory time cannot be carried over into a subsequent pay period beyond three pay periods and must be paid to the employee after the third pay period in which it was earned.  An employee may not accrue more than 240 hours of compensatory time at any time.

Blue Ridge Community College Policies and Procedures Manual