The university strives to support sound compensation practices across the campus. As a State of Texas employer, the university also has some overtime compensation rules that may differ from those you're familiar with if you previously worked for a private employer.
To fulfill its mission, the university must attract and retain an outstanding staff. To meet institutional staffing needs and priorities, the compensation system has the following objectives:
- Establish compensation levels for positions on the basis of their relative internal worth and external competitiveness within relevant labor markets
- Reward employees on the basis of work performance
- Administer pay equitably and consistently
- Establish a compensation policy that is consistent with the judicious expenditure of funds entrusted to the university
- Ensure accountability for compliance with The University of Texas System Board of Regents Rules and Regulations and statutory requirements
Overtime and Compensatory Time
You work overtime when you work more than your scheduled hours during a workweek. Whether you are compensated for working overtime and how you are compensated depends on several factors.
If you are non-exempt under the Fair Labor Standards Act, you're entitled to compensatory (comp) time or pay at a time-and-a-half rate for all hours actually worked in excess of 40 in a workweek. Under state law, all employees (non-exempt and exempt) may receive comp time on a straight-time basis when paid time (hours worked plus paid leave, holiday and comp time) totals more than 40 hours in a workweek. Non-exempt employees may receive pay instead of straight-time comp time.