IUPUI: Human Resources Policies

Staff covered by this policy	This policy applies to all hourly staff.
Rest periods	Departments and supervisors will make efforts to permit employees to take rest periods. Reasonable rest periods normally consist of a 15-minute break during each half day of work. Supervisors can ensure the efficiency of a work unit by scheduling rest periods at staggered times. Supervisors may use discretion in scheduling additional breaks for staff who work in adverse conditions, for example, in extreme cold. Staff may not skip a rest period to: Compensate for a late arrival to work Compensate for an early departure from work. Accumulate time.
Overtime	Overtime is defined as time worked with supervisory approval in excess of 40 hours per week. Hourly staff receive overtime compensation at one and one-half times the hourly rate. Compensatory time is not an option for hourly employees. See Policy 4.3, Overtime.
Vacation	Hourly staff earn a vacation pay allowance of one hour for each 12 hours worked in excess of 1,000 hours. The service must be performed within the fiscal year in the same division or department. The maximum amount of vacation pay allowance is 80 hours. The rate of vacation pay is determined by the average rate the employee received while earning the vacation. Departments are to compute vacation pay at the beginning of the fiscal year for the previous fiscal year. Also, departments should notify employees of the number of hours worked and the vacation pay earned. Then, departments are to initiate payment by approving an hourly payroll voucher. This vacation benefit is a lump sum payment in lieu of time off. All employees who have earned any such allowance will receive payment even if they have terminated from the university.
Problem or grievance resolution	Hourly staff have the right to use Stages 1, 2, and 3 of Policy 6.3, Problem or Grievance Resolution. They are not entitled to use Stage 4.
Credit for hourly service when changing to appointed status	Definition of regular and continuous employment When hourly staff change to appointed status, they receive credit toward meeting certain conditions and requirements of the appointment. To receive credit, the employee must have been employed on a regular and continuous basis. If an employee was scheduled to work and was not able to do so because of valid reasons, the university still considers that the person was employed on a regular and continuous basis. Examples of valid reasons for absence include, but are not limited to the following events: Illness, death in the immediate family, departmental or campus closures, jury duty, on-the-job injuries, and National Guard training. If the employee was sick during a nine-month period, it does not count as a break, provided that the sick time did not exceed the amount of time the employee would have accrued and used if he or she had been on appointment. Seniority for appointed positions When establishing a university seniority date only regular and continuous hourly service at the same or greater percentage as the appointed position applies. See Policy 3.5, Seniority. New employee evaluation period for appointed positions Hourly employees changing to appointed status receive credit for all full time and continuous hourly service in the same occupational unit. See Policy 3.4, New Employee Evaluation Period. Income protection for appointed biweekly positions Hourly employees appointed to positions of 75% FTE or greater may be eligible to receive income protection earnings for their hourly service. See Policy 10.3, Income Protection. Vacation usage in appointed biweekly positions Regular and continuous hourly service in any department can be used as credit toward the length of service needed for annual vacation allowance. See Policy 10.4, Vacation.
Shift differential	Hourly staff are eligible for shift differential. See Policy 4.2, Work Schedules.
Sunday premium	Time worked between 12:00 a.m. and 12:00 midnight on Sunday is paid at a rate of pay equal to one and one-quarter the hourly rate
Holiday incentive pay	Hourly staff Holiday Incentive Pay (HIP) for working on these holidays: New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving, and Christmas. See Policy 10.2, Holidays
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