Compensation Policies

It’s the policy of ECU Health to pay nonexempt and designated exempt team members additional compensation who are scheduled on a regular, rotating or sporadic shift to work during the evening or the night shift. This policy provides guidelines on additional compensation beyond base pay and eligibility to receive additional compensation under ECU Health pay practices. Our Value of Integrity calls upon us as an organization to be consistent and fair in the application of compensation policies and practices. Our Value of Accountability calls upon us as an organization to be compliant with state and federal laws and regulations in the classification and payment of compensation.

The FLSA is a federal law that requires most team members in the United States be paid at least the federal minimum wage for all hours worked. Overtime pay is at time and one-half the regular rate of pay for all hours worked over 40 hours in a workweek. Section 13(a)(1) of the FLSA provides an exemption from both minimum wage and overtime pay for team members employed in bona fide executive, administrative, professional, outside sales or certain computer-related occupations. All hourly team members of ECU Health are considered nonexempt and are subject to the overtime requirements of FLSA. Additionally, specific state and local wage and hour regulations may provide additional regulations for minimum wage, overtime and exemption status.

Additional compensation is paid to nonexempt team members in certain positions as an incentive for working a particular shift and to be externally competitive. Not all additional compensation programs are available at all ECU Health entities. Additional compensation will be treated according to FLSA and/or specific state and local wage and hour requirements to ensure compliance with hours worked and overtime pay.

More information and the entire policy may be viewed here.