UAMS ADMINISTRATIVE GUIDE
|AREA:||INSURANCE AND BENEFITS|
The Fair Labor Standards Act (FLSA) of 1938, as amended in 1986 to cover State and local governmental bodies, has defined uniform conditions under which compensation or payment will be made for hours worked in excess of the defined work day or workweek. 1 The purpose of this policy is to inform all departments within the University of Arkansas for Medical Sciences (UAMS) of these conditions so that uniformity can be established throughout the campus.
General instructions for the use of SAP/HR are found in the Manual “Personnel Administration for Department Users”, at the UAMS Enterprise website: http://intranet.uams.edu/mercury/Manuals.htm#Human%20Resources
(1)The term "Exempt" shall mean an employee in a position which is exempt from the overtime provisions of the Fair Labor Standards Act. Most faculty, executive, administrative, and Classified managerial positions are exempt; some professional positions at UAMS are exempt. Exempt employees are also called “Salaried” and are not eligible for overtime payment or compensatory time. SAP field “Employee subgroup” appears on most infotypes as “Full time / Salaried”, “Part time / salaried”, or “Temporary / salaried”. The “payscale group” on infotype 0008 shows a code: generally, exempt positions have ccodes beginning with OAxx, OBxx, OCxx, Ofxx and Zxxx.
(2) The term "Non-exempt" shall mean an employee in a position which is covered by the overtime provisions of the Fair Labor Standards Act. Many patient care and most Classified non-managerial positions at UAMS are non-exempt. Non-exempt employees are also called “hourly” and must be paid overtime or compensatory time as specified in this policy or in UAMS Procedure 4.2.02. SAP
Field “Employee subgroup” appears on most infotypes as “Full time / hourly”, “Part time / hourly”, or “Temporary / hourly.” The “payscale group” on infotype 0008 shows a code: generally, non-exempt positions have class codes beginning with Axxx through Yxxx, 66xx, 67xx and 68xx.
(3) The term "Hours Worked" shall mean all hours and minutes in
which the employee is required or allowed to perform duties for the benefit of
the University. Hours worked also includes call back, paid jury leave hours,
required meetings, seminar time, and paid military leave hours. Vacation, sick
leave, holidays, compensatory time used, military leave unpaid, catastrophic
leave, family medical leave unpaid, unpaid leave, and other forms of time off
are not counted as hours worked for overtime calculations. Employees may be paid
for 40 hours worked plus hours for sick or vacation, under circumstances which
encourages the employee to meet the operational needs of their department. That
is, when a vacation or sick day has legitimately been taken and the employee is
asked to "make up" the work or work an extra shift, the employee will not be
punished by loss of the paid time-off. This, however, still does not qualify for
1 UAMS Policy 4.3.02, Definition of Workday, Shift and Pay Provisions
2 UAMS Policy 4.2.02, Compensatory TimeOff AHRMS, OPM Policy, Section 110. See http://www.state.ar.us/dfa/opm/index.html
3 UAMS Policy 4.2.11, Paying Excess Hours for Exempt Personnel