Employee Actions
Compensation approves the following employee actions: promotions, equity increase, less than 12-month appointment changes, and Individual Compensation Plans (ICP). For more information please visit the Employee Actions section of the Pitt Worx Hub.
Fair Labor Standards
The FLSA is a federal law that establishes minimum wage, overtime pay, recordkeeping, and youth employment standards for employees.
Yes.
Minimum wage and overtime requirements of the FLSA apply to most employees in the United States. However, there are exemptions from the FLSA's requirements that are applicable to many employees working in higher education.
This means an employee is "exempt" from the FLSA's minimum wage and overtime requirements. "Exempt" employees in higher education include: 1. Bona fide teachers, such as most faculty members; 2. Licensed doctors (including dentists) who are actually engaged in the practice of medicine; and 3. Individuals who perform certain "exempt" duties and are paid on a salary basis in an amount above the FLSA's minimum salary threshold.
This means an employee is not exempt from the FLSA's minimum wage and overtime requirements. In other words, a "non-exempt" employee is eligible for overtime.
Non-exempt employees are entitled to overtime pay for all time actually worked over 40 hours in a work week at a rate of one and one-half time their regular rate of pay.
The federal minimum wage is $7.25 per hour. Individual states may have different minimum wage rates, but the higher of the federal or state rate would apply. Please note: the minimum wage rate of Pennsylvania is currently $7.25 per hour.
Yes. To ensure accurate records and payment of all wages due as required by the FLSA, the University requires non-exempt employees to record work time. Information on how to accurately record work time is available through the Pitt Worx Hub.
The University electronically posts required workplace notices, including "Employee Rights Under the Fair Labor Standards Act." The University's Office of Human Resources also has additional guidance on the FLSA, including information on how to accurately record work time.
If you require additional information on FLSA, please contact the HR Compensation team. For further clarity with any situation, please contact Employee Relations at 412-624-7000.
If your position requires you to travel away from your regular work site, that time may be considered compensable. Review these travel time guidelines (PDF) for differences in types of travel and whether it is compensable. The Department of Labor provides additional guidelines on travel and hours worked.
Non-Exempt Staff (Recording Hours)
No. All hours worked must be recorded. Keep in mind, additional hours worked over your normal schedule must be approved in advance by your supervisor in accordance with your department’s approved procedure for approving compensatory time and overtime.
Yes, provided your actual time worked is 7.5 hours for the workday.
The one hour break is not work time if you do not actually perform any work, such as talking with your supervisor on your cell phone, during your one hour meal break. If you perform any work during your one hour meal break, only time for a consecutive period of thirty minutes or more in which you do not perform any work is unpaid break time. The remainder of time during the meal period should be recorded as time worked.
Yes. Supervisors are permitted to institute and enforce measures to avoid work-related interruptions during a lunch break.
You should contact your supervisor, your department administrator, or the Compensation Department at 412-648-0158, and review the Recording Hours Worked for Non-Exempt Staff document (PDF) for time recording examples.