FAQs

If you travel during your normal work hours it will be counted as work time. Also, if you travel during what is considered your normal work hours on weekends and holidays it will also count as work time. Travel during other times is not considered work time.

For example, your normal work schedule is 8 – 5 Monday – Friday. You can claim work time for travel between 8 – 5 any day of the week, including Saturday and Sunday.

The additional 3.5 hours would not be claimed.

Yes, they would enter their time normally as if they were in the office. If you travel during your normal work hours it will be counted as work time. Also, if you travel during what is considered your normal work hours on weekends and holidays it will also count as work time. Travel during other times is not considered work time.

For example, your normal work schedule is 8 – 5 Monday – Friday. You can claim work time for travel between 8 – 5 any day of the week, including Saturday and Sunday.

The employee cannot claim any hours outside of those in the example unless they were actually working those hours.

The employee is replacing their normal work/duty station for the day. In this manner, the trip to N. Austin is their daily commute. The extra driving time is non-compensable.

Normal commuting travel is non-compensable. The remainder of the work day is compensable. As part of the doctor’s appointment you can claim sick leave.

If you travel during your normal work hours it will be counted as work time. Also, if you travel during what is considered your normal work hours on weekends and holidays it will also count as work time. Travel during other times is not considered work time.

For example, your normal work schedule is 8 – 5 Monday – Friday. You can claim work time for travel between 8 – 5 any day of the week, including Saturday and Sunday.

Exception For Driving – If you are going to be out of town more than one day and you are driving, the drive time from portal to portal is considered compensable time. Co-workers riding as passengers are not eligible for the driving exception unless they are actually working.

If you travel during your normal work hours it will be counted as work time. Also, if you travel during what is considered your normal work hours on weekends and holidays it will also count as work time. Travel during other times is not considered work time.

For example, your normal work schedule is 8 – 5 Monday – Friday. You can claim work time for travel between 8 – 5 any day of the week, including Saturday and Sunday. Yes, adjust only the timeframe the employee was traveling during these hours, as appropriate.

Exception For Driving – If you are going to be out of town more than one day and you are driving, the drive time from portal to portal is considered compensable time. Co-workers riding as passengers are not eligible for the driving exception unless they are actually working.

Record Saturday for time spent at the conference during the day as specified by the conference agenda as normal work hours. Attendance at social events (such as happy or networking hours) outside of the conference agenda is not compensable time.

If the employee is driving then all of the time spent driving is compensable. Otherwise, travel time outside of those regular working hours is non-compensable. If you travel during your normal work hours it will be counted as work time. Also, if you travel during what is considered your normal work hours on weekends and holidays it will also count as work time. Travel during other times is not considered work time. Co-workers riding as passenger(s) are not eligible for the driving exception unless they are actually working.

For example, your normal work schedule is 8 – 5 Monday – Friday. You can claim work time for travel between 8 – 5 any day of the week, including Saturday and Sunday.

No, if you travel during your normal work hours it will be counted as work time. Also, if you travel during what is considered your normal work hours on weekends and holidays it will also count as work time. Travel during other times is not considered work time.  Meal periods are not compensable.

For a one-day conference, the employee is replacing their normal commute for the travel to/from the conference. Such time is non-compensable.  The mileage and food cost is subject to the institution’s reimbursement policies.

That is considered the normal commute time for the day and is non-compensable. The employee is replacing their normal commute for the travel to/from the conference. Such time is non-compensable.

No the remaining two hours are not considered work time if you are not doing work related activities. Normal commute time is non compensable.

If you travel during your normal work hours it will be counted as work time. Also, if you travel during what is considered your normal work hours on weekends and holidays it will also count as work time. Travel during other times is not considered work time.

Overtime rules for conferences and training:

The FLSA provides guidance related to attendance at conferences and training events. This guidance is summarized below.

Time need not be counted as hours worked if all of the criteria listed here are met:

• Attendance is outside the employee’s regular work hours.
• Attendance is voluntary.
• The course, lecture, meeting is not directly related to the employee’s job.
• The employee does no productive work while in attendance.

If these criteria are not met the time spent in attendance at a training event, conference or workshop is considered compensable time.

Remember, training that is 1) involuntary, 2) related to the employee’s job, 3) during regular working hours, or  is 4)  productive is considered compensable work time.

Travel time is generally compensable during regular working hours on work days and during regular working hours on weekends. We have a compensable travel time chart available for your reference under additional resources.

A reclassification is a technical adjustment of a position’s title to ensure that the job title adequately describes the job duties and responsibilities performed by the employee. A reclassification requires a job audit from Human Resources to determine the appropriate job title for the assigned duties and responsibilities. An audit also ascertains the appropriate FLSA overtime status and EEO category.

A promotion does not require an audit and is based on merit and an employee’s performance. A promotion can occur when the department has a vacant position to promote an employee into. Occasionally an audit is needed to create a new position into which the department can promote an employee.

HR needs a requisition sent through administrative channels via the EASY system. The requesting department needs to add the organizational chart, job analysis form, and justification memo to the requisition. Once the requisition and attachments are received by HR the audit is placed on our schedule. Audits are handled in the order in which they are received.

HR attempts to complete audits as soon as possible, but due to work load and audit volume we anticipate  2 to 3 work weeks after receipt of all of the required documentation. Audits are handled in the order received. Currently HR is completing most audits within 5-6 work days.

Every requisition that is sent through administrative channels for a job audit must be approved by the appropriate vice president and the budget office.

The vice president approves the audit request. The budget office approves funding for the audit result, either for the new position or to fund any proposed increase as the result of a reclassification audit.

Please review the FAQ section on the Position Description Update webpage.