Overtime

Procedure Administrator: Chief Human Resources Officer

Authority: N.J.S.A. 18A:64-8; N.J.A.C. 4A:3-5.1 et al.; Bargaining Unit Contracts

Effective Date: November 11, 1974; February 3, 1975; May 30, 2009; August 10, 2010; December 29, 2018; July 22, 2022; November 6, 2025

Index Cross-References:

Procedure File Number: 6116

Approved By: Dr. Joe Bertolino, President

I.     PURPOSE

This procedure describes the method of compensation for eligible employees who work beyond their normal work week, as prescribed by N.J.A.C. 4A:3-5.1 et al. and the applicable Bargaining Unit Agreements.

II.    DEFINITIONS

No limit (NL) employee - An employee who is not in a fixed workweek job classification as prescribed in the State Compensation Plan.

Non-exempt, no limit (NE) employee – An employee who works at least a 35-hour workweek with occasional requirements for a longer workweek to complete projects or assignments.

III.  PROCEDURE

1.  Eligibility

Classified employees covered by a bargaining unit contract with either an “NE” or an “NL” workweek designation are eligible for overtime compensation at the discretion of management. However, these employees will typically receive compensatory time for extra hours they work beyond their normal workweek on a time and one-half-time (1 ½) basis with the preapproval of their Divisional Executive.

Faculty and unclassified professional staff covered by a bargaining unit contract with an “NL” workweek designation are not eligible for overtime compensation, however, an “NL” can receive compensatory time for extra hours they work beyond their 35-hour workweek on an hour-for-hour basis with the preapproval of their Divisional Executive.

Managers and temporary employees are not eligible for overtime compensation.

Classified Eligible full-time employees in the following groups are eligible for overtime compensation for work performed beyond their regular work hours at the discretion of and with the approval of the employee’s Divisional Executive and provided there are sufficient funds in the budget for same.

Employees who work a fixed 35-hour workweek are eligible to receive either cash compensation at time and one-half (1-1/2) the hourly rate, or compensatory time at time and one-half (1-1/2) hours worked in excess of the regular 35 hours per workweek.

Employees who work a fixed 40-hour workweek are eligible to receive either cash compensation at time and one-half (1-1/2) the hourly rate or compensatory time at time and one-half (1-1/2) the hours worked in excess of the regular 40 hours per workweek.

Employees with a fixed work week shall be entitled to overtime compensation in addition to their regular rate of compensation for all work performed on a legal holiday. Said employees who work on a legal holiday shall earn overtime compensation at the rate of time and one half (1-1/2) for such work.

Work should not be performed in another unit or job without the approval of the

employee’s Divisional Executive.

2.  Hours on Holidays:

All holiday hours “not worked” shall be counted as hours worked in the computation

of compensatory time for the regular workweek.

Classified eligible full-time employees required to work: All hours “worked” on a holiday shall not be counted in the computation of compensatory time for the regular workweek but these employees shall receive compensatory time at time and one-half (1 ½) in addition to the holiday credit.

CWA members who volunteer to work on a working holiday: All hours worked on an optional working holiday (those identified with an asterisk on the holiday calendar) shall be counted in the computation of compensatory time for the regular workweek but these employees shall receive compensatory time at straight-time (1x), giving them a holiday to be taken at a later date.

Unclassified professional staff who are required to work on a holiday shall receive up to seven (7) hours of compensatory time earned.

3.  Scheduling

Overtime shall be scheduled and distributed by seniority on a rotational basis by occupational classifications within each functional work unit without discrimination, provided it does not impair University operations. If a particular skill set is needed to perform the work and not all employees have that skill set, then the overtime will be scheduled and distributed on a rotational basis among those employees who are qualified and capable of performing the work within the unit. To the extent practical and reasonably foreseeable, the employee will be given as much advanced notice as possible relative to scheduling overtime work. Each employee is expected to be available for a reasonable amount of overtime, pursuant to the overtime provisions outlined in the governing collective bargaining agreement(s).

Review History: