The policy and practice of UAB is to accurately compensate employees and to do so in compliance with all applicable state and federal laws.

Guidelines for Non-Exempt Employees

Employees eligible for overtime pay must maintain a record of the total hours worked each day. These hours must be accurately recorded by the employee on their timecard or in their department’s timekeeping system. Each employee must verify that the time recorded is complete and accurate (and that there is no unrecorded or “off-the-clock” work). The time recorded must accurately reflect all regular and overtime hours worked, any absences, early or late arrivals, early or late departures and meal breaks. At the end of each week, the employee should submit their actual work time on their timecard or in the department’s timekeeping system for verification and approval. Upon the receipt of each pay check, the employee should verify immediately that he/she was paid correctly for all regular and overtime hours worked each workweek.
Non-exempt employees should not work any hours outside of their scheduled work day — including starting work early, finishing work late, working during a meal break or performing extra or overtime work — unless authorized to do so in advance by a supervisor and that time is accurately recorded. Employees are prohibited from performing any “off-the-clock” work, defined as work performed but not reported. Any employee who fails to report or inaccurately reports any hours worked will be subject to disciplinary action, up to and including discharge.

Guidelines for Exempt Employees

Employees who are exempt from overtime will receive a salary which is intended to compensate them for all hours worked. This salary will be established at the time of hire or when the employee becomes classified as an exempt employee. While the salary may be subject to review and modification from time to time, such as during salary review times, the salary will be a predetermined amount that will not be subject to deductions for variations in the quantity or quality of the work performed. Exempt employees will receive full salary for any workweek in which work is performed. However, under federal law, an employee’s salary may be subject to certain deductions.
Exempt employees who believe that an improper deduction has been made to their salary should immediately report this information to their direct supervisor and notify their HR Consultant. Reports of improper deductions will be promptly investigated. If it is determined that an incorrect deduction has occurred, the employee will be promptly reimbursed for any improper deduction made. If a violation of policy has occurred, the matter will be fully investigated and corrective action will be taken, up to and including discharge.