Human Resources Mission, Vision, and Strategic Goals For You

Wage / Hour Procedures

Employees and supervisors should review the Hours of Work to understand the definition of work according to the Fair Labors Standards Act (FLSA).  Click to view more information on Purdue and FLSA. The below work scenarios outline Purdue’s pay practice or procedure. The Fair Labor Standards Act (FLSA), Indiana Department of Labor and US Department of Labor are excellent resources. Supervisors should contact their HR Business Partner and/or compensation@purdue.edu when further guidance is needed.

Overtime

Nonexempt (paid biweekly) employees can be required to work overtime if there is a business need. Nonexempt staff will be paid overtime for all hours worked in excess of 40 hours in any single workweek. Any time a nonexempt employee performs work for the benefit of the employer, s/he must be compensated at the appropriate rate. Paid and unpaid leave days (i.e., vacation, jury duty, sick leave, bereavement leave, etc.), with the exception of University-recognized holidays, will not be counted to determine eligibility for overtime pay. The employee would be paid one and a half times their regular rate of pay for the overtime hours. Overtime is automatically calculated on the timesheet in SuccessFactors.

  • The use of compensatory time off for time worked is not allowed.
  • No employee may work more than 16 hours (regular and overtime) in a 24-hour period. The maximum overtime an employee may work in any Workweek is 20 hours, allowing at least one full day off work per Workweek, except for approved emergency situations .  
  • Section 7(k) of the FLSA provides that employees engaged in fire protection or law enforcement are subject to different requirements.  

Holiday Pay and Eligibility

Benefits-eligible employees in paid status are normally eligible for holiday pay. Temporary employees, including student employees, are paid their regular hourly rate for hours worked on a holiday. View table outlining further eligibility considerations.

Department Heads and other leadership can temporarily alter schedules in order for employee to receive holiday or designated holiday day off. Benefits-eligible, non-exempt employees will receive holiday pay consistent with their work schedule. Review further guidelines.

To view holidays, visit Calendars and select University Holiday Calendar.

Shift Differential

Shift differentials are used to compensate regular clerical and service staff members who normally work on one of the following shifts:

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The shift differential rate is added to the normal hourly pay rate and must be applied to all hours worked on the shift (i.e. overtime, holiday, vacation and sick leave pay). The value of the shift differential is subtracted from the cash pay in order to determine if a pay rate is within bracket. Student and temporary employees are eligible for shift differential when they work 40 or more hours biweekly.

Call-Back Pay

Nonexempt, benefits-eligible employees will receive call-back pay when, after leaving a scheduled work shift, the employee is required to return to the workplace outside of the employee’s normal work schedule.

Call-back pay is not provided when extra work is scheduled in advance or when employees are asked to extend their regular work shifts (either to stay past the end of the shift or to report to work early).

Employees compensated for call-back pay must receive a premium equivalent to two hours of regular pay and be compensated for all hours worked. All time worked in call-back status is included to determine overtime eligibility. The call-back premium payment is not included when calculating overtime eligibility.

Any interruption in work time for the benefit of the employee does not change the extension of the work shift as defined above, and the employee is eligible only for payment of time worked. This type of interruption covers such times as authorized meal periods, time to take co-workers home, time scheduled solely for the convenience of the employee, etc.

On-Call Pay

The issue of pay for on-call time depends largely upon the employee's freedom while on-call, including how quickly s/he is required to respond to the call. If an employee can come and go freely while on-call, that time is not compensable.

If the employee must remain on or close to the employer's premises and cannot use the time freely, the time may be considered working time and could be compensable. For example, an employee who is required to leave a telephone number where s/he can be reached or carry a beeper would not normally be compensated for that on-call time, unless a very short response time (e.g. within a few minutes) is required and such a response time is unreasonable.

Winter Recess

The Winter Recess is a special “closure” of the University, allowing employees to have an extended period of time off at a time when classes are not in session and the general level of activity slows. The Winter Recess is part of Purdue’s ongoing efforts to recognize and reward hardworking employees.

  • Non-essential, benefits eligible staff will receive pay for normally scheduled hours during Winter Recess. Non-exempt benefits-eligible staff can record the days as time-off by selecting Other Leave (with Pay) through the Time Off tile in SuccessFactors.
  • Essential, benefits eligible staff required to work during the Winter Recess will be paid at their regular rate for all hours worked. Both exempt and non-exempt employees will have the opportunity to re-designate any time worked (consistent with normal time tracking practice) during the Winter Recess to another normally scheduled workday(s) within the current fiscal year.
  • Non-essential, benefits eligible staff who work during the recess will be paid at their regular rate for all hours worked and will not re-designate time worked during the recess to another normally scheduled workday.
  • If a benefits-eligible employee works through Dec. 20, 2019 and is separating from the University, the holiday pay stipulation applies and that employee will be paid for the Winter Recess, including the holidays through the end of the calendar year. Separation date, or day following last day in pay status, will be 12/31/19.
  • Student and temporary employees do not receive Winter Recess pay, unless they are designated as essential staff and work during the recess.

Review further pay guidance in the 2019 Winter Recess FAQs.

Environmental Shutdown

 Deans and/or department heads shall decide when environmental conditions in a building or work area are unbearable or inappropriate for continued work. Leadership can be offer alternative solutions:

  • arrange for employees to work in another building;
  • reschedule for Saturday work; or
  • allow employees to take work home.

In the event that an alternate solution is not possible, employees may be excused without loss of time or pay. Such an excused absence shall apply only to regular and temporary non-student employees who have reported for work at the time the decision is made.

They can record the days as time-off by selecting Other Leave (with Pay) through the Time Off tile in SuccessFactors.

 Employees who are on vacation, sick leave, or other types of excused absences, shall continue in that status. Student employees will not be paid for time not worked during a shutdown.

Suspension of Operation due to Adverse Weather

The Adverse Weather Conditions policy outlines the responsibility of the President of Chancellor in making decisions to delay, dismiss or cancel classes and/or routine operations.  During class or routine operations delay or cancellation, essential personal will be required to work in order to provide the minimum level of service on a campus. The Environmental Health and Public Safety (EHPS) provides further guidance. The Suspension of Operations FAQs should be reviewed for further guidance.

  • Non-essential, benefits eligible staff will receive pay for normally scheduled hours during the suspension. Non-exempt benefits-eligible staff can record the days as time-off by selecting Other Leave (with Pay) through the Time Off tile in SuccessFactors.
  • Essential, benefits eligible staff required to work during a campus closure will be paid time and a half for all hours worked. They will need to adjust their timesheet.
  • Non-essential, benefits eligible staff who work during the recess will be paid at their regular rate for all hours worked and will not re-designate time worked during the recess to another normally scheduled workday.