Overtime
From time to time, supervisors may require employees to work overtime. In these instances, employees are given as much advance notice as practical.
For non-exempt employees, hours worked in excess of 12 hours in a day, 12 consecutive hours without regard to the starting and ending time of the workday, or 40 hours per workweek, whichever results in the greater payment of wages, are paid at one and one-half (1 1/2) times the employee’s regular rate. When a non-exempt employee has daily overtime and weekly overtime hours, the payment of daily overtime counts toward the payment of the weekly overtime. For purposes of calculating overtime, the established workday begins at 12:00a.m. midnight until 11:59 p.m. the following day and the established workweek begins at 12:00 a.m. midnight on Sunday and ends at 11:59 p.m. on the following Saturday.
For purposes of calculating overtime payments, only hours actually worked are counted. Consequently, hours paid but not worked, e.g., vacation, are not counted.
Meal and Break Periods
Non-exempt employees who work five or more consecutive hours will be provided at least one unpaid 30-minute meal break. During the break, employees will be relieved of all duties and permitted to pursue personal activities. If the nature of the business activity or other circumstances exist that makes an uninterrupted meal break impracticable, the employee will be allowed to consume an on-duty meal without any loss of time or compensation.
Employees should take a compensated ten-minute rest period for every four hours of work. The chart below indicates what rest periods are required. Rest periods should be as close to the middle of an employee’s shift as practical.
| Work Hours | Rest Periods Required |
|---|---|
| 2 or fewer | 0 |
| Over 2, and up to 6 | 1 |
| Over 6, and up to 10 | 2 |
| Over 10, and up to 14 | 3 |
| Over 14, and up to 18 | 4 |
| Over 18, and up to 22 | 5 |
| Over 22 | 6 |
There is some flexibility in the length and timing of rest breaks. Employees are permitted to take two five-minute breaks in certain circumstances with a written waiver. Failure to authorize and permit rest breaks as required by Colorado law will be treated as if an employee were required to work an extra ten minutes without pay.
Employees must comply with all applicable timekeeping requirements, including recording the beginning and end time of their meal breaks. Employees who are unable to take a meal or rest break to which they are entitled in accordance with this policy, or who have been prevented or discouraged from taking a break to which they are entitled under this policy, should immediately notify Human Resources.
Discussion of Wages
No employee is prohibited from inquiring about, disclosing, comparing, or otherwise discussing their wages. The University will not terminate, discipline, coerce, or otherwise discriminate against employees because they make such inquiries, disclosures, comparisons or otherwise engage in such discussions of their wages.
Colorado Secure Savings
The University has a certified exemption from the Colorado Secure Savings Program. It does not participate in the Colorado Secure Savings Program since the University currently offers an employer-sponsored retirement plan, the Rocky Vista University, LLC 401(k) Retirement Plan, to eligible employees. Please see Human Resources to obtain information on the plan, including the terms, conditions, or eligibility requirements, or to obtain a copy of the Summary Plan Document. Employees who are not eligible for the Rocky Vista University, LLC 401(k) Retirement Plan can independently enroll in Colorado Secure Savings as a voluntary participant. Please see the Colorado Secure Savings Program website: coloradosecuresavings.com.