The College values the work and efforts of non-exempt employees to serve the College and will provide overtime pay for non-exempt employees who work over a 40 hour workweek.
All hourly, work-study and non-exempt employees who work in excess of 40 hours in a workweek shall receive overtime pay at the rate of time and one-half of the employee’s regular rate of pay.
Non-exempt employees may not receive compensatory time. All hours worked, including all hours of overtime, must be accurately reported in the College time reporting system. Falsification of hours in the time reporting system will subject the individual to disciplinary action, up to and including termination.
Employees on-call shall be compensated for all hours actually worked once advised of the situation or emergency to be addressed and called out to work.
Non-exempt employees may not engage in dual employment with Austin Community College in accordance with Administrative Rule # 4.0300.10 Dual Employment.
- The supervisor is responsible for determining the need for an employee to work overtime, ensuring accuracy of the reported hours and approving the hours in the time reporting system.
- Supervisors are responsible for designating employees to be on-call (waiting to be engaged) providing guidelines for employees, and ensuring the job description states the on-call (waiting to be engaged) requirement.
On-call is defined as waiting to be engaged to work and, as such, is not paid until called out to work.
The FLSA standard definition of a workweek is “A fixed and regularly recurring period of 168 hours in seven consecutive 24-hour periods.”
The standard ACC workweek period is hereby established as follows:
- Sunday, 12:00 a.m. (morning) to Saturday, 11:59 p.m. (midnight).