Page 1 of 6
UTMDACC INSTITUTIONAL POLICY # ADM0245
The purpose of this policy is to:
Provide managers with guidance related to the administration of overtime.
Ensure compliance with the Fair Labor Standards Act (FLSA) and the State of Texas
It is the policy of The University of Texas MD Anderson Cancer Center (MD Anderson) to comply with all
provisions in the FLSA.
Compliance with this policy is the responsibility of all faculty, trainees/students, and other members of
MD Anderson’s workforce.
The target audience for this policy includes, but is not limited to, all faculty, trainees/students, and other
members of MD Anderson’s workforce, including regular full-time and part-time classified employees
(regardless of source of funding) who occupy positions determined to be eligible for overtime.
Exempt Employees: A regular or temporary employee who is not covered by the FLSA. To determine if
an employee is covered by the FLSA, an employer uses an exemption test (developed by the Department
of Labor) that considers factors such as position duties, salary level, and payment method. While Exempt
Employees are generally not eligible for overtime, MD Anderson may, in exceptional circumstances, pay
additional compensation for exempt (s, t) employees (see Employee Workweek and Classification
Policy (UTMDACC Institutional Policy # ADM0250)).
Exempt (e): Employees identified as exempt (e) in the Classified Employee Pay Plan are
paid a salary to accomplish job responsibilities assigned to their positions regardless of the
number of Hours Worked.
Exempt (s or t): Employees identified as exempt (s or t) in the Classified Employee Pay
Plan are paid additional compensation for Hours Worked beyond their usual full-time