FLSA Overtime Regulations

Employees working in excess of 40 hours per week are required to be paid overtime premium pay, unless they qualify for exemption from the FLSA requirement.  Such employees must satisfy a “duties” test based upon job responsibilities, as well as be paid $455/week or $23,660/year or more. 

To check your status (whether you are exempt or nonexempt) under FLSA, go to your ePersonnel file by logging into Employee Self Service.  FLSA status is a field under the Appointment and Salary section.

For information concerning the time reporting requirements, please click on the applicable link below:

Read More:

University Operations Manual

Questions?

You may contact your Unit HR Representative or Senior HR Leader as listed in Self Service, or email comp-class@uiowa.edu.

Compensation and Classification

Campus address
121-11 USB
U.S. mailing address
The University of Iowa
121 University Services Bldg.
Ste. 11
Iowa City, IA 52242-1911
Phone
319-335-5298
FAX
319-353-2384

Frequently Asked Questions - Employees

Both staff members and supervisors are responsible for understanding what activities must be paid as time worked and are reported accurately.  Supervisors are responsible for both approving the use of overtime, and for reviewing and approving individual leave records each pay period.

Yes, you should discuss work schedule expectations with your supervisor, who should give advance approval before you work any extra hours resulting in overtime.

Yes, you should discuss work schedule expectations with your supervisor, who should give advance approval before you work any extra hours resulting in overtime.  This would include work activities like checking or responding to work-related e-mails or text messages outside of the normal workday.

Frequently Asked Questions - Supervisors

Supervisors are responsible for setting expectations with non-exempt employees. Non-exempt employees are then responsible for requesting approval prior to scheduling and working overtime.  Failure to do so may be cause for discipline or other corrective action.

Supervisors and staff share in the responsibility of accurately reporting time worked and recorded for payment.  Supervisors of non-exempt staff will be required to review and approve individual leave records each month to assure that time is reported appropriately for payment.

Yes. University employers may elect to pay their employees compensatory time (aka “comp” time) in lieu of overtime. Comp time is paid time off, at time-and-a-half of the actual overtime hours worked. For example, if a staff employee works 41 hours in a work week, s/he may be paid overtime premium for one hour, or be compensated by accruing one and one-half (1.5) hours of comp time.