Use the jump links below to quickly navigate through the Frequently Asked Questions.
The Department of Labor (DOL) allows public sector employees to offer compensatory time (or “comp time”) to employees in lieu of overtime payment. Comp time is also calculated at 1.5 times your rate of accrual, but it is held for employees to use as leave time. For example, 4 hours of overtime equates to 6 hours of comp time.
Comp time refers to how an employee is paid for overtime. By contrast, flex time or a flexwork arrangement is concerned with when you work. At the discretion of an employee’s department, a flexible work arrangement (or “flexwork arrangement”) allows an employee to work a schedule with variable arrival, departure and/or lunch times (see Policy 8.65). A manager can also require a non-exempt employee to “flex” their time to meet department needs without incurring overtime. For example, if an employee needs to work several additional hours to cover travel or a particular project and works 12 hours on a given day, the employee may be requested on a later day that same workweek to leave a few hours early so overtime is not incurred.
Yes. The current maximum is 60 hours per fiscal quarter. We expect this maximum to be increased to 240 hours per fiscal year. Employees who have reached the compensatory time maximum must receive a cash payment for any additional overtime.
Supervisors should make accommodation where possible to allow employees to use comp time as requested by the next fiscal quarter during which it was accrued. Requests to use comp time should be made in the same manner as vacation time requests.
Comp time must currently be used by the next fiscal quarter during which it was accrued. If it is not used by that time, it is paid out. Such payment shall be at the employee’s regular earnings rate at the time the payment is made. Employees terminating from the Institution or transferring to a new department will receive a compensatory time payoff from the department in which they earned the compensatory time. The payoff will be calculated based on the employee's current rate of pay.
No. Regardless of how many concurrent jobs an employee holds, the employee’s status must be either exempt or non-exempt. For example: Employee X, whose total salary is below the minimum salary threshold, holds a part-time instructional academic staff position as a lecturer. The employee also holds a part-time position as a recreational specialist. If Employee X’s primary duty is teaching as a lecturer, then the employee’s designation is exempt because teaching is the employee’s primary duty, and the employee qualifies for the “teacher” exemption regardless of salary. But if the primary duty is determined to be work as a recreational specialist, the FLSA designation will be non-exempt because total salary is under the minimum salary threshold.
If you observe an employee appears to be working frequently outside of the regularly scheduled workday (e.g., sending e-mails late at night) or working without breaks (e.g., frequently eating at their desk while working) you should be proactive and have a conversation with that employee to ensure they understand they should not be working overtime without prior approval and failure by an employee to receive pre-approval of overtime worked may result in disciplinary action. You may also want to strategize with the employees on how to accomplish work demands within a 40-hour workweek and discuss any concerns the employee has with their ability to meet expectations without working overtime. Employees who submit for overtime without approval should be addressed with coaching or other discipline up to, and including, termination. Employees should understand that time records should be accurate and submitting false records is subject to discipline. Likewise, managers have an obligation to ensure employees feel comfortable providing accurate records of time worked and understand they will be paid for those hours. Keeping the door open for communication with direct report(s) is one strategy for ensuring work is timely completed and budgets are met.
Managers are strongly encouraged to facilitate meal and/or rest break for their employees. Asking your employee to work through lunch is permissible provided it is the exception, not the norm, and there is a valid business reason. Can a manager require non-exempt employees to take a 30-minute lunch? While allowing your employees time to take at least a 30-minute meal break is strongly recommended, it is not required by Georgia or federal law or Institute policy. An employee is required, however, to request overtime prior to working such. If a meal break allows an employee to structure their day so that unnecessary overtime is not required and work obligations are covered, then this should be a practice they are highly encouraged to follow and a manager may provide this coaching.
No. Employees who are scheduled to work 40 hours per workweek should be scheduled a minimum of those hours each workweek. Also overtime must be paid by the workweek, which is Thursday through Wednesday. It is not possible to adjust the schedule outside the workweek so over time is not incurred.
No. An employee is required to be compensated on a salary basis at a rate of not less than a specified level “…exclusive of board, lodging or other facilities.” Therefore, any costs incurred by an employer in providing employees with meals or lodging cannot count toward the minimum salary requirement.
Academic Activity – Instruction services provided to enrolled students and for Georgia Tech programs
Former Georgia Tech Employees – Persons employed by Georgia Tech in any position within the last 36 months
Graduate Research Assistant, Graduate Teaching Assistant, or Graduate Assistant – Graduate students providing teaching, research, and staff duties
Individual who performs substantially similar services as those provided by Georgia Tech employees – All individuals, including student workers
Office management and accounting services – individuals who perform substantially similar services to Georgia Tech employees not hired through an employment agency
Retired Individuals from University System of Georgia who are receiving benefits – Retired-but-Working classification
Short-term direct support staff supervised by Georgia Tech faculty or staff – duties often performed by Tech Temps
Student providing non-skilled services – student assistants
Support services for programs and activities – includes summer activities/camps, grading papers and other services
Temporary help – includes event set-up, drivers, errands and various other services
The Board of Regents (BOR) Policy 8.2.24 states that any cumulative fiscal year salary adjustments greater than or equal to 10% above the percentage increase authorized in the Board’s annual salary and wage administration policy must be approved in advance by the Chancellor.
- Request details (current and proposed salary and titles, department information, etc.)
- Reason for the request (e.g., internal equity, retention, promotional increase, market adjustment)
- Supporting documentation (e.g., salary report, justification of critical skills impact to the Institute)
- Tier I (Entry) - Typically, these are employees newly hired, assigned, or promoted into the job or employees gaining the breadth of experience and skills needed by the organization.
- Tier II (Market) - Typically, these are seasoned employees with demonstrated skill levels in their field.
- Tier III (Max) - Typically, these are very seasoned employees with the highest level of job qualification or difficult-to-find skills or experience.
No. When the DOL determines a prevailing wage that is outside of the salary administration guidelines for employees in H-1B or E-3 visa status, approval from the BOR is not necessary, as we are required by federal regulations to pay at least the prevailing wage.