3.6.2 Compensatory and Overtime Hours

Policy TrackingDate
RevisedApril 25, 2018
ReviewedOctober 25, 2020

  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 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 his/her immediate supervisor, and turned in to the Office for Finance.
  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) guidelines. 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. Supervisors 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, he/she 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.
  6. Voluntary Advising Time − Curriculum Faculty:
    1. The College is desirous of providing a period of continued student advising conducted by qualified faculty members working during the two weeks before Fall Semester student registration. To achieve this, the College makes available to curriculum faculty a voluntary non-cumulative compensatory time program which consists of two distinct parts – a faculty member’s desire to volunteer to work during this two-week advising period and the College’s granting compensatory days for such advising work.
    2. Full-time faculty may sign-up for the program after April 1 and advising schedules should be finalized by the supervising Dean and Vice President for Instruction no later than June 1. Such schedules will be for the advising period in the following fiscal year. Sign-ups should include:
      1. The designated times that the faculty member proposes to work (days designated as “Faculty Annual Leave and Advising Days” on the Academic Calendar). Two options are provided: a faculty member may work either two half days (4 hours each) or one full day (8 hours) to qualify for a compensatory day,
      2. The projected day(s) that a faculty member will take off later in the fiscal year must be in whole day increments. The actual day(s) taken may be pre-designated or if unknown, scheduled during the year, but in either case, with the concurrence of the respective Dean.
      3. A plan to cover missed classes or other activities.
    3. Approval of the days to be worked shall be based on the ability to match the College’s advising needs with requests. The Vice President for Instruction shall approve all applications by July 1. The Office for Instruction shall keep centralized records for the program. Days approved may not exceed five (5) days for twelve-month faculty and three (3) days for nine-month faculty. All approved days shall be included in an addendum to the faculty member’s contract. In lieu of leave days, nine-month faculty may receive compensation for the hours worked at the current college rate for adjuncts. Faculty choosing this option will receive a separate advisingcontract.
    4. Compensatory days worked must be used (taken) within the same fiscal year and taken in no less than whole day (8-hour) increments. No more than two (2) such days may be taken in succession and days may only be taken during class days or work days and may not be taken on graduation days. If circumstances beyond the control of the faculty member preclude his/her use of an approved day, the College shall make other compensatory arrangements. In any case, if funds are available, the College may otherwise compensate the faculty member for such days.

Blue Ridge Community College Policies and Procedures Manual