Additional Pay Components

Layout for printing
Policy Number:
UW-5026
Old Policy Number:
10.04
Responsible Office:
Office of Human Resources

University Policy

Rationale/​Purpose:

UW–Madison is a 24-hour, 7 day-per-week operation and must be staffed at all times. Some staff may be required to work schedules that are outside normal business hours.

Definitions:
Compensatory time
Paid time off the job which is earned and accrued by an employee instead of immediate cash payment for overtime. Section 7 of the FLSA provides that any employee of a public agency who has accrued compensatory time shall be permitted to use such time off within a reasonable period after making the request, if such use does not unduly disrupt the operations of the agency therefore compensatory time may be used to cover pre-planned, approved absences at the employee’s discretion. The ability to use compensatory time when the absence was unplanned is at the employer’s discretion.
Nonexempt staff
Staff eligible for overtime pay or compensatory time off according to federal and state law.
Premium rate
The employee’s regular rate times 1.5.
Scope:

Academic Staff and University Staff

Policy:

Policy Detail

  1. Additional Pay Components for Nonexempt Staff

    1. Standby Pay

      1. Employees who are FLSA non-exempt shall receive $2.25 per hour standby pay when the employer requires that an employee be available for work and be able to report to work in less than one hour.
      2. Employees who are exempt from the FLSA may receive $2.25 per hour standby pay when the employer requires that an employee be available for work and be able to report to work in less than one hour. Payment of standby pay is at the discretion of the employer.

    2. Call-Back/Call-In Pay

      1. Employees who are FLSA non-exempt shall receive a minimum of two hours pay when they are called back for duty or called in on their day off due to an emergency.
      2. Employees who are exempt from the FLSA may receive a minimum of two hours pay when they are called back for duty or called in on their day off due to an emergency.

    3. Calls or Text Messages Outside of Work

      1. If the employer contacts an FLSA non-exempt employee covered by this policy via telephone to discuss job-related business, the employee will be credited with work time for all such calls. In no case will employees receive less than a single one-half hour credit per day for calls or text messages under this section.
      2. Job-related business calls or text messages include discussion of:
        1. Specific patient treatment procedures
        2. Operation of equipment
        3. Clarification of instructions
        4. Repair procedures
        5. Other job-related matters
      3. Non-job-related business calls or text messages include discussion of:
        1. Calling an employee back to work
        2. Availability for overtime
        3. Scheduling changes

  2. Additional Pay Components for University Staff and nonexempt Academic Staff holding a nonexempt Job Title

    1. Legal Holiday Premium

      Employees covered by this policy that work on legal holidays will receive compensatory time off or payment at the premium rate at the employer’s discretion.

    2. Night Differential

      1. Employees who are FLSA non-exempt shall receive night differential of $0.80 per hour for all hours worked between 6:00 p.m. and 6:00 a.m.
      2. Employees who are exempt from the FLSA may receive night differential of $0.80 per hour for all hours worked between 6:00 p.m. and 6:00 a.m. at the discretion of the employer.

    3. Weekend Differential

      1. Employees who are FLSA non-exempt shall receive weekend differential of $0.80 per hour for all weekend hours worked (i.e., work hours between 12:01 a.m. on Saturday and 12:00 midnight on Sunday).
      2. Employees who are exempt from the FLSA may receive weekend differential of $0.80 per hour for all weekend hours (i.e., work hours between 12:01 a.m. on Saturday and 12:00 midnight on Sunday).

    4. Supplemental Pay for Veterinary Technician Assistant, Veterinary Technician I, II, III and Veterinary Technician Supervisor Positions

      1. Employees who are in positions with the official title of Veterinary Technician Assistant, Veterinary Technician I, II, III and Veterinary Technician Supervisor may receive an add-on of $2.20 per hour for all hours worked between the hours of 6:00 p.m. and 6:00 a.m., and an add-on of $1.00 per hour for all hours worked between 12:01 a.m. on Saturday and 12:00 midnight on Sunday. These add-ons are in addition to any night differential or weekend differential received.

      2. The supplemental pay in this section will end immediately when the employee no longer works in the position for which the supplemental pay is provided.

Responsibilities

Table 1. Responsibilities
Office of Human Resources (OHR)
  • Provides policy oversight to ensure compliance with campus policy
  • Conducts periodic reviews of the policy with campus human resources departments
  • Implements changes to the policy as needed
  • Serves as the liaison with the UW-Shared Services to ensure that additional pay components are available within HRS
College/School/Division HR
  • Ensures that all eligible employees receive compensation in accordance with the additional pay components listed above
  • Ensures administrators, supervisors, and managers are aware of and comply with the additional pay components
  • Serves as records custodians for additional pay components in their employing unit
Supervisor
  • Consult with College/School/ Division HR Departments on any of the pay components found in this policy
Related UW-Madison Policies:
External References:

Policy Administration

Approval Authority:
Vice Chancellor for Finance and Administration
Policy Manager:
Associate Vice Chancellor/Chief Human Resources Officer
Contact:
HR Director & Program Officer -- Alisha Arnold, alisha.arnold@wisc.edu, (608) 265-1451
Effective Date:
06-25-2015
Revised Dates:

03-02-2020, 11-01-2021, 12-22-2021. 01-27-2022

Retrieved:
12-21-2024 22:51:43