New policies were recently approved, with an effective date of January 1, 2018:
- Overtime and Compensatory Time Off Policy for FLSA Nonexempt Employees
- Compensatory Time Policy for SHRA Exempt Employees
- Expectations for Exempt Employees
- Summary of Compensatory Time Policy Changes
- FAQs on the Compensatory Policy Changes for FLSA Exempt Staff
The Fair Labor Standards Act (FLSA), also referred to as the federal Wage and Hour Law, regulates minimum wage, overtime, equal pay, recordkeeping, and child labor. Under the FLSA, positions are classified as either exempt or nonexempt from certain provisions, such as minimum wage, overtime, and recordkeeping.
Employees whose positions are designated as FLSA Nonexempt under the Federal Fair Labor Standards Act (FLSA) must record all hours worked and receive extra compensation for hours worked in excess of their regular schedule. It is State and University policy to provide compensatory time off in lieu of monetary compensation unless an exception is approved. Employees in Nonexempt positions are required to maintain a timesheet to track hours worked and leave taken in a workweek. The Overtime and Compensatory Time Off Policy for FLSA Nonexempt Employees provides more details.
The FLSA does not require employers to provide compensation for extra hours worked to employees in positions designated as FLSA Exempt. However, UNC Asheville seeks to provide the opportunity for employees in exempt positions to balance their professional and personal commitments. See the Compensatory Time Policy for SHRA Exempt Employees Policy and the Expectations for Exempt Employees Policy for more details.