Getting Paid

While being part of a dedicated team with a meaningful mission is rewarding, it’s also important to understand how compensation and benefits work at UF.

This chapter will address common questions about these topics, with more detailed information available on the UFHR Compensation webpage.

For payroll purposes, UF’s workweek starts at midnight on Friday and ends at 11:59 p.m. the following Thursday. Payday is every other Friday. All employees are required to participate in the Direct Deposit Program as a condition of employment. This system results in 26.1 pay periods each calendar year. The Payroll Schedules website provides a detailed outline of pay periods for the fiscal year, which runs from July 1 to June 30.

You can access and print your current and previous paystubs at any time through the “My Self Service” tab in the myUFL system. For guidance on navigating and understanding your paystub, refer to the View Paycheck & Leave Balances Instruction Guide.

 Overtime Eligibility

Understanding your eligibility for overtime pay is crucial, and it depends on the Fair Labor Standards Act (FLSA). While the details of the FLSA can be complex, here’s the essential information you need to know:

There are two categories under the FLSA: non-exempt and exempt employees.

• Non-exempt employees are paid hourly and are eligible for overtime pay for any hours worked over 40 in a workweek.
• Exempt employees receive an annual or biweekly salary and are not eligible for overtime pay, regardless of hours worked beyond the standard 40-hour workweek.

Your job classification and position description will indicate whether you are non-exempt or exempt. If you’re unsure about your status, please consult with your supervisor to clarify. If you are eligible for overtime, it’s important to understand your department’s specific policies and expectations regarding overtime work. Typically, you will need to get approval from your supervisor before working any overtime hours.

For more details, you can visit the UFHR webpage on wage and hour matters.

 Overtime Compensation

Non-exempt (hourly and overtime-eligible) TEAMS employees are either paid for overtime work or compensated with overtime compensatory leave, depending on an agreement made between the employee and the department before the overtime is worked. Overtime is defined as work beyond 40 hours in a single workweek, excluding any paid leave (such as vacation or sick time). Cash payment for overtime is calculated at one and one-half times (1.5x) the employee’s regular hourly rate for each hour of overtime. If the employee opts to accrue overtime compensatory leave instead of payment, the leave is accrued at 1.5 hours for each hour of overtime worked.

 Compensatory Leave

Non-exempt TEAMS employees are eligible to earn compensatory leave under certain conditions. Supervisors or appropriate UF administrators may, with reasonable notice, require employees to use accrued overtime, special or regular compensatory leave when necessary. Employees may also be required to use compensatory leave before taking vacation leave.

There are three types of compensatory leave: overtime compensatory leave, regular compensatory leave and special compensatory leave. Both regular and overtime compensatory leave can be accrued up to a maximum of 120 hours.

 Regular Compensatory Leave

Full-time exempt employees who work more than 40 hours in a workweek are eligible to earn regular compensatory leave. They receive one hour of compensatory leave for each hour worked beyond 40 hours in that workweek. Part-time exempt employees who work more than their FTE (Full-Time Equivalent) are also eligible to earn regular compensatory leave on an hour-for-hour basis.

 Special Compensatory Leave

Special compensatory leave is earned on an hour-for-hour basis and is tied to holidays or certain types of administrative leave. Non-exempt TEAMS employees, except those receiving workers’ compensation salary payments, are eligible to earn special compensatory leave credits.

 On-Call & Call Back

On-call pay is an additional compensation provided at the discretion of vice presidents to staff members who are required to be available for emergency alerts or calls during off-duty hours. If you are designated as on-call, you may receive compensation for the time you must be available, depending on your department’s policies. Be sure to check with your supervisor for specific details about the on-call program in your area.

For employees on-call during weekends, university holidays, or official closings, compensation may be provided at a rate of one-third of the university’s hourly minimum wage for each hour of availability. This compensation is recorded in myUFL’s Time & Labor system using the appropriate time recording code. More details on on-call pay and callback procedures can be found on the UFHR website.

Note: If you are covered under a collective bargaining agreement, your compensation for on-call time will follow the terms outlined in that agreement.