The objectives of Boston College's compensation system are to attract and retain qualified individuals and to motivate them to perform at a high level. To accomplish these goals, the Department of Human Resources conducts an ongoing assessment of relevant external markets for various occupational groups and establishes pay practices for Boston College that reflect a competitive position in those markets. On an individual basis, salaries will reflect qualifications, skills, performance, and competitiveness with the appropriate job market. For more information, please visit the. Position Classification System The Boston College compensation program uses a classification system in which each job is reviewed based on information provided in a role description. The analysis of a job considers requirements such as knowledge of the area, problem solving, organizational breadth, accountability, and required skills and experience.

This information is evaluated in the context of internal equity and competitiveness with the appropriate job market. Based on the results of this analysis, each position is assigned an appropriate market reference point (MRP) and band level. Its eligibility for overtime compensation is also determined based on the Fair Labor Standards Act, a federal law that specifies what types of positions are not eligible for overtime pay (exempt positions). At Boston College, all nonexempt positions are on the weekly payroll, and nearly all exempt employees are on the monthly payroll. The job classification process is initiated for the creation of a new position or a significant change (increase or decrease) in the key responsibilities of a position.

A supervisor, or an employee following consultation with the superior, may request reevaluation of a position by contacting a member of the Compensation staff in the Department of Human Resources. Overtime Exempt/Nonexempt Classification The Fair Labor Standards Act designates certain workers as eligible for overtime compensation. The following terminology is used to distinguish workers who may receive overtime pay from those who may not: • Exempt refers to those employees whose duties and responsibilities make them exempt from overtime compensation as defined by the Act. At Boston College, nearly all exempt employees are on the monthly payroll.

• Nonexempt refers to those employees whose work, as defined by the Act, makes them eligible for overtime compensation. At Boston College, nonexempt employees are on the weekly or hourly payroll. Eligibility for Extra Hours/Overtime Nonexempt staff are eligible for payment for extra hours worked at the request of the supervisor at times when workloads or unusual circumstances make it necessary.

Whenever possible, the extra hours will be offset by allowing the employee an equivalent number of hours off during the same pay period, so that the total hours worked will not exceed 40 in a week. 'Compensatory time' for extra/overtime hours is not permitted to be carried over to subsequent weeks. Extra hours worked between 35 and 40 per week are compensated at the regular hourly rate; overtime hours beyond 40 in a week are compensated at one and one-half times the regular rate. Holidays and Emergency Closings When a nonexempt employee works on a holiday, he/she will receive holiday pay at the regular rate, plus overtime pay at one and one-half times the regular rate for all hours worked. This guideline applies regardless of the number of hours the employee works during the work week in which the holiday occurs.

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Essential employees (as designated by management) who work during a University-declared emergency closing or early release will be similarly compensated. Whenever possible, compensation for work performed on a holiday or during an emergency closing will be made through the provision of compensatory time, at one and one-half times the hours worked, within a reasonable period and preferably during the same week. Submission of Employee Time — Regular and Overtime Hours All hourly employee time worked, as well as any extra hours worked by weekly salaried employees, is entered by inputting start and stop times into the University Kronos time collection system by the individual employee or the designated departmental Kronos approver. Priya tatjyani iz operi evgenij onegin noti. During a normal week, all earned time must be entered no later than Saturday of the current week, with the formal Kronos approval process scheduled for the following Monday at noon.