HR Working Guide

Working Guide - Compensation

 

 

Additional Work for Hourly Paid Staff & Additional Compensation for Salaried Professional, Administrative & Supervisory (PAS) Staff

Policy Summary: On occasion, hourly paid staff may be required to work outside of their current classification or assume additional responsibilities for a short-term period.  The work to be performed must be documented and reviewed by Human Resources and approval from the primary department (if applicable) must be obtained prior to a commitment being made. Consistent with applicable labor laws, an hourly rate must be established and a record of all time worked be maintained.  If appropriate, overtime pay applies and will be charged to the department account where the additional work is performed.

University Policy generally prohibits any payments to salaried employees above their regular base salary.  Additional compensation may be granted to salaried employees only where special service is required on an extended basis to meet special (usually temporary) University needs.  Prior approval must be granted by the dean, director, or vice president in coordination with the Office of Human Resources.

See Policy 211

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Call-In Pay

Policy Summary: If you are an hourly paid employee, you are guaranteed at least 4 hours of pay at your regular hourly rate when called back to work after leaving the premises or when called into work on a day you are not scheduled to work. If you are on call, this does not apply. Call-in pay does not apply if the extra work is scheduled in advance. Individuals who are represented by a collective bargaining unit should refer to their agreement.

See Policy 214

 

Compensation Administration

Policy Summary: The University’s Compensation Administration Program is committed to regulatory compliance and to paying individuals in a fair and equitable manner for work performed. As an employer we are obligated to comply with a variety of federal and state labor laws. The Fair Labor Standards Act (FLSA) is a federal law that sets the criteria to determine which employees are entitled to overtime based on duties performed, level of responsibility, decision-making authority and level of compensation. Employees must satisfy both the duties test and applicable salary test to be considered exempt; otherwise they must be considered nonexempt.

See Policy 195

 

On-Call Pay

Policy Summary: Hourly paid employees required by their departments to be on call are compensated for the inconvenience. If you are placed on call, you are required to leave a telephone number where you can be reached. You must be prepared to report to work within the time specified by your department (usually within 30 minutes of the request). Individuals who are represented by a collective bargaining unit should refer to their agreement.

See Policy 220

 

Overtime

Policy Summary: If you are an hourly paid employee, you are paid for overtime work at a rate of one- and one-half times your regular pay rate for hours worked in excess of 40 hours in a work week. Pursuant to New York State Labor Law, no nurse will be required or mandated to undertake overtime work in excess of regularly scheduled hours except where specified in the regulations.

See Policy 223 and Policy 172

 

Shift Differential

Policy Summary: All hourly paid employees required to work 4 or more hours past 6 p.m. are eligible to receive an evening shift differential in addition to the regular hourly rate. All hourly paid employees required to work 4 or more hours past 11 p.m. qualify for a night differential in addition to the regular hourly rate. This payment is made to recognize the inconvenience of working scheduled hours other than normal daytime hours.

See Policy 226

 

Work Schedule Adjustments

Summary: Hourly paid employees may be requested to change their normal work schedule to accommodate workload. For example, a person whose standard work schedule is Monday through Friday may be requested to take Wednesday off without pay and work on Saturday with regular pay. Reasonable advance notice is required.

See Policy 172