Comp to Overtime Transition

FAQ's

  • All compensatory time balances on record, as of the pay ending May 29, 2021, will be paid on the June 18, 2021 bi-weekly pay.

  • Transitioning to overtime hours allows managers to monitor budgetary impacts in real-time thus reducing unexpected impacts at the end of the fiscal year. The process is also expected to decrease administrative burden and provide a financial benefit to all employees asked to work extra hours during peak seasons.  

  • Due to the USG requirement for timing of compensatory time payouts, the FY effective date for compensatory time runs June – May instead of July – June.

  • Overtime (at the time and a half rate) is calculated on any hours physically worked beyond 40 hours in a given week.  Holiday, vacation, sick, and other Paid Time Off (PTO) is not considered time “physically” worked.  Any additional hours over 40 per week that consist of leave time will be paid at the additional straight rate.

  • The official pay week runs 12:00 am on Sunday through 11:59 pm on Saturday.

  • No, departments are not permitted to manage their own comp time calculations and/or balances outside of OneUSG.   

  • Overtime is only permitted with the approval of your manager. 

  • If you have concerns with your manager, consult with your next level manager. If further intervention is needed, escalate to your HR Business Partner.

  • No, taxes on overtime are no different than taxes on regular wages.  Federal and state taxes are calculated on the combined total of overtime and regular wages, therefore, if overtime increases the wages, additional tax withholding can be expected.  Depending on where your current income falls within the IRS tax tables, an increase in the total gross wages could result in an employee moving to a higher tax bracket for the specified pay period in which the extra earnings were applied.

  • Recording time is a requirement of the Fair Labor Standards Act (FLSA).

  • The manager should approve time to validate that I received pre-approval and affirm extra hours worked.
  • If you have questions about this transition, please contact your HR Business Partner who may coordinate with other HR or Payroll resources to assist you.

 

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