Non-exempt employees must be paid for all hours worked over 40 in a workweek. The full-time work week for employees classified as non-exempt is a work week of 40 hours within 7 consecutive days or 168 consecutive hours. A regular workweek begins on Sunday at 12:01 am and ends on Saturday at 12:00am. A bi-weekly workweek for 9/80 schedule begins at 12:01 pm on Friday of week one and ends at 12:00pm on Friday of week two. Overtime for non-exempt employees is payable in cash or as compensating time off (CTO) at time and one-half the employee's straight time hourly rate of pay. Specific provision regarding the accrual of CTO for non-exempt employees represented by unions are contained in the appropriate collective bargaining agreements.

Exempt Employees are not covered by the FLSA provisions for overtime payment. Exempt employees do not receive overtime, either as cash or CTO. Managers, supervisors, faculty, and a number of bargaining unit classifications are "exempt."

Overtime Compensation Table
Unit	Reference
R01	Not Eligible - FLSA
R02 R05 R07 R09	Article 19 & FLSA
R03	Not Eligible - FLSA
R04	Article 28 & FLSA
R06	Article 23 & FLSA
R08	Article 13 & FLSA
C99	FLSA

Overtime is paid on the 15th of the month following the pay period in which the Overtime was worked.

Attendance Recording

On the Absence and Additional Time Worked Report (634) overtime must be reported in line 7i. If overtime is for pay, mark hours worked with "P" and an Authorization for Extra Hours (682) must be attached. If overtime is for Compensating Time Off (CTO), indicate "W" with extra hours worked. An Authorization for Extra Hours (682) is not necessary.

Authorization for Extra Hours must include the following:

•  At the top of the form, indicate full-time, part-time or decimal for fractional timebase (.75 = 3/4 time)
•  Employees full name
•  Bargaining Unit Number
•  Position number (agency, reporting unit, classification, and serial)
•  Employee's Social Security Number
•  Agency and Unit to be charged (if different than the employee's regular position number)
•  Date the overtime was worked
•  Time of day the overtime was worked (from and to)
•  Total number of hours actually worked. Any partial hours should be reported in hundredths
•  Total the column
•  Reason for extra hours - Enter a detailed description
•  Obtain all signatures. Administrator should approve the overtime before it is worked by the employee.
  

Example Form 682

Subject to Collective Bargaining Agreements, CSU Overtime policies and the Department of Labor record keeping requirements, employees who are eligible for overtime compensation are required to properly document both paid overtime and compensating time off (CTO).