More information regarding the standard work week for employees can be found in Policy 3.1 under the Human Resources section of the policy library. A link to this policy is included in Related Information below.
Overtime payment options:
Any nonexempt employee of the University (as defined by the Federal Wage-Hour Law) who is required to work more than 40 hours during a workweek must be compensated for the additional hours by one of the methods listed below. Coded time (e.g., annual leave, sick leave, compensatory time) does not count toward the 40-hour work requirement. The employee should be informed by his/her supervisor which option will be applied prior to working the overtime hours. The decision of which method to utilize is left to the discretion of the employing unit.
In regards to exempt employees, the University is not obligated by law to provide compensatory time. However, a supervisor may award compensatory time to exempt employees if it is determined that the situation warrants such an action. This practice should be consistent across the departmental unit and does not have to be on an hour-for-hour basis. Any time awarded but not used in this situation will not constitute a financial obligation to the University.
Supervisors are responsible for assigning, monitoring, and ensuring the reporting accuracy of both regular, overtime, and compensatory hours worked, and are also responsible for assessing the budgetary impact of paid overtime.
Non-Exempt Employees: Employees who are covered by the minimum wage and overtime provisions of the Federal Wage-Hour Law. They may be paid on an hourly or salary basis. These employees will be paid every two weeks (bi-weekly).
Responsible University Senior Administrator: Vice President for Finance & Administration
Responsible University Administrator: Associate Vice President for University Business and Accounting Services
Policy Owner: Payroll
Policy Contact: Julie Camp
Phone Number: (706) 542-3431
What is the maximum number of hours a student can work?
A student is limited by the Board of Regents to work only 20 hours per week. This rule enables UGA student pay to be exempt from normal “non-benefits-eligible” employee deductions of FICA HI and GDCP (Georgia Defined Contribution Plan).
For the University to remain in compliance with IRS guidelines, hiring departments must change (via personnel report) the status of a student employee to a non-student classification (LBCLR, for example) under any of the following circumstances: