Bentley compensates all non-exempt (hourly) employees for hours worked in excess of 40 during the work week at one and one-half times their normal hourly rates in accordance with federal and state law. Non-exempt employees may not "bank" their overtime hours and take "compensatory time" off in lieu of overtime pay.
Illustration: A 35-hour work week is standard for many full-time, non-exempt employees at Bentley. If you work 45 hours in one week, then you would be entitled to 5 hours of pay at your regular rate (for hours 35 to 40), plus 5 hours of overtime pay at one and one-half times your regular rate (for hours 40 to 45).
Unauthorized overtime work is strictly prohibited. It is the employee's duty to ensure that his/her supervisor approves any overtime work in advance and that the overtime is recorded accurately on the department's bi-weekly timesheet. Please note that holidays, sick days, vacation time and personal days are not counted when calculating whether a non-exempt employee has worked more than 40 hours in a work week. Overtime hours are reported to the Payroll Department on the Monday following the pay period in which they were worked, and as a result, the employee will receive overtime compensation with the paycheck for that time period.
Bentley employees are strictly prohibited from altering pay records or taking any other action that deprives a non-exempt employee of compensation for hours worked. If you have reason to believe that you or any other non-exempt employee has not been compensated for all hours worked at the appropriate rate of pay, you should immediately report your concern to Human Resources.
Exempt staff at Bentley are not eligible for overtime compensation.
IMPORTANT NOTE: A violation of this policy will result in disciplinary action up to and including dismissal.