Frequently Asked Questions
- Researcher and Research Support Screening
- Strategic Talent Group
- Current UF Employees
- Hiring Center
- Advertising the Job
- Managing Applications
- Selecting Candidates
- Preparing an Offer
- Pre-employment Screening Using First Advantage
- Background Screening Request
- Appointment Letter Library
- Requirements for an Appointment
- Conducting a Useful Reference Check
- What is Level 2 Screening?
- Creating a UF Appointment
- Onboarding Resources
- Current Employees Status Changes
- Equal Opportunity and Affirmative Action
- Immigration Compliance Services
- Considerations When Hiring an International Employee
- H-1B Visa – Temporary Worker
- TN Visa – Canadian & Mexican Professional Workers
- O-1 Visa – Individuals with Extraordinary Ability
- E-3 Visa – Australian Specialty Occupation
- Employment Based Permanent Residency
- Initiate Your Case
- Other Visa & Immigration Related Information
- Forms & Resources
- Travel Information
- Academic Credential Evaluation
- Offer of Employment Letters
- Frequently Asked Questions
- 2020-21 Salary Increase Plan: FAQ
- Salary Market Data Sources
- Staff Salary Structure Overview & Determining Individual Compensation
- Additional University Employment and Compensation
- Special Pay Increase (SPI)
- Fringe Benefits Pool
- Unemployment Compensation
- Wage and Hour Law
- Frequently Asked Questions
- Helping Employees In Distress
- Our Core Values
- UF Engaged
- Workers’ Compensation
- Employee Inquiry and Complaint Procedures
- Disciplinary Processes
- Union Contracts
- Employee Relations Leadership Team
- Contact Us
Who determines my classification and pay?
Your job’s classification is determined by a process called job analysis. Job descriptions (position descriptions) are reviewed by classification analysts in Human Resource Services who assign and approve classification titles. A pay grade (with a pay range or minimum) is assigned to each staff class title. Your pay falls within that range and is determined by many factors–your department’s budget, legislative pay increases, and other factors. You can view the class specifications and pay ranges on the Classification and Compensation section of this web site.
Where do I get a copy of my position description?
Your department should provide a copy to you, as they are responsible for generating and updating position descriptions. Remember that management has the right to modify your position description to facilitate the mission of the university.
When do I earn overtime?
The Fair Labor Standard Act defines overtime as those hours actually worked in excess of 40 in the work week. At the University of Florida, our work week starts at 12 midnight on Thursday and runs through 11:59 pm on the following Thursday. If you are a non-exempt USPS or TEAMS employee and you physically work more than 40 hours (NOT including paid time off), you earn one and one-half hours of overtime compensation for each hour over 40 worked.
Why don’t I get paid for overtime?
The Wage & Hour Law requires that all non-exempt USPS or TEAMS employees be compensated for overtime. The Wage & Hour law allows public sector employer to pay overtime as “overtime compensation” which gives non-exempt employees paid time off at the rate of one and one-half hours for each hour of overtime worked. However, after an accumulation of 120 hours of overtime compensation, all additional overtime hours worked are paid in cash at time and one-half.
OPS hourly employees must be paid overtime at the rate of one and one-half times the employee’s regular rate of pay. (Since OPS earn no leave, cash payment for overtime is the only method to achieve compliance).
The Wage & Hour Law does not require overtime pay for exempt employees. In recognition of overtime situations for exempt USPS employees, however, the University allows such employees to earn “regular compensation” on an hour-for-hour basis for each hour over 40 worked up to 120 hours. TEAMS exempt employees are not eligible for “regular compensation.”
How do I know if I am an exempt or non-exempt employee?
If you formally report time using the myUFL systems or our paper time card process, you are considered a non-exempt employee. To view your official designation, log on to the myUFL portal and navigate to My Self Service > Payroll and Compensation. Your exempt status appears in the “General” box next to “Pay Group.”
When a staff employee is required, as a part of her/his job, to travel out of town to attend a meeting, is the travel time counted as time worked?
If an employee is required as a result of University of Florida employment to attend a meeting or conference, or otherwise work at an out-of-town location, such attendance or work, including travel time to out-of-town meetings, conferences, and work locations, whether or not such travel occurs during the employee’s normal work schedule, is considered time worked.
When a non-exempt employee is in official travel status, time spent in travel may result in total hours for the week exceeding 40, in which case the employee is in overtime status and must be compensated according to standard overtime policies. For more information, visit the Wage and Hour section of this web site.