Under the Fair Labor Standards Act (FLSA), employees in non-exempt positions must receive overtime pay at one and one-half times their regular rate for all hours worked over 40 in a workweek. Employees in exempt positions are not eligible for overtime but must meet specific duties and salary requirements. 

To support compliance, training is available in Workday Learning through Understanding Federal and State Laws Governing Compensation, which outlines the responsibilities of managers, timekeepers and HR coordinators.

Employee Responsibilities

• Accurately record all hours worked each week
• Submit time through Workday Time Tracking for supervisor approval
• Report any concerns about unpaid hours to Compensation and Organizational Services at compensation_office@brown.edu

Supervisor Responsibilities

• Approve overtime in advance
• Adjust schedules, when appropriate, to manage total hours worked
• Address situations where employees work unauthorized overtime

If an employee continues to work unauthorized overtime, they must be formally notified in writing that this behavior is not permitted. Continued noncompliance may result in disciplinary action.

All overtime worked must be compensated, regardless of whether it was pre-approved.

For additional details regarding compensation for non-exempt employees, including Sunday and holiday pay, please refer to the Non-Exempt Staff Pay Policy.

Positions are classified based on specific criteria defined by the FLSA. To qualify as exempt, a role must meet all of the following:

• Duties Test: Primary responsibilities fall within executive, administrative, professional or computer-related categories
• Salary Basis Test: Paid a fixed salary not subject to reduction based on work performed
• Salary Level Test: Meets established minimum salary thresholds

For clarification on any FLSA policies and pay practices, contact Compensation & Organizational Services at compensation_office@brown.edu.