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HR Operations

Overtime/Compensatory time

Overtime

All overtime-eligible employees are paid 1.5 times their regular hourly rate for all overtime hours, unless a higher rate is specified in their collective bargaining agreement.

Overtime-exempt employees are not paid for overtime hours.

Work schedules and overtime pay (full-time)
Classified non-union
Employees: Overtime is paid for any hours in excess of:
Non-hospital employees 40 hours in a workweek
Hospital employees on a 40-hour work period 40 hours in a 7-day period
Hospital employees on an 80-hour work period 8 hours in a 24-hour period
or
80 hours in a 14-day period
Contract classified
Employees: Overtime is paid for any hours in excess of:
Employees with a regular or alternate work period position The full-time daily shift
or
40 hours in a workweek
Hospital employees assigned to a
14-day schedule
8 hours in a 24-hour period
or
80 hours in a 14-day period
Employees with a nonscheduled work period position 40 hours in a workweek
Employees with an excepted work period position Do not qualify for overtime compensation, unless a collective bargaining agreement says otherwise.

Contract classified employees should also check their collective bargaining agreement for additional overtime-related provisions.

Professional staff who are overtime-eligible
Employees: Overtime is paid for any hours in excess of:
All employees 40 hours in a workweek
Part-time employees

All part-time, overtime-eligible employees receive overtime pay only for hours worked in excess of 40 hours in a workweek. Forty hours or less are paid at your regular rate of pay.

Holidays and paid leave

Your employment program determines whether holidays and paid leave hours are considered time worked when calculating overtime.

Employment program: Included in overtime calculations:
Classified non-union Holidays, including your personal holiday, are considered time worked. Paid leave is not.
Contract classified Check your specific collective bargaining agreement to determine if holidays and paid leave are included.
Professional staff Only hours actually worked are included. Holidays and paid leave are not.
Preapproval of overtime

Many departments require that employees get approval before working any overtime hours. Follow your department’s overtime authorization process to obtain preapproval.

Compensatory time

As an overtime-eligible employee, you can receive compensatory time instead of overtime pay if your supervisor approves (and for contract classified employees, if your collective bargaining agreement provides for compensatory time). However, your supervisor may not require you to accept compensatory time instead of overtime pay.

You receive 1.5 hours of compensatory time for every overtime hour worked, unless a different rate is specified in your collective bargaining agreement.

Overtime-exempt employees — or employees assigned to excepted work period positions — are not eligible for compensatory time except for the following situations:

  • Classified non-union: A supervisor may authorize compensatory time on a straight-time basis if the overtime-exempt employee is required to work an excessive amount of hours for an extended period of time.
  • Contract classified: Human Resources may authorize compensatory time if the employee in an excepted work period position is directed to work an excessive amount of hours for an extended period of time.
Using compensatory time

Follow your department’s usual leave request procedures to take time off using compensatory time.

You must use or be paid for your accumulated time by June 30. Deadline extensions must be approved by Human Resources.

Maximum accrual

You may not accrue more than 240 hours of compensatory time. However, contract classified employees should check their collective bargaining agreement as some agreements dictate a lower maximum amount.

Transferring departments

You will be paid for any unused compensatory time before transferring to another UW department. Payment is based on your regular hourly rate at the time of your transfer.

Leaving UW employment

You will be paid for any unused compensatory time if you leave UW employment. Payment is based on your regular hourly rate at the time of your separation.