Abstract
One common thread that runs through almost every higher ed department is that the entire operation requires long and irregular hours, extending from the traditional workday into nights and weekends. The collective commitment of all employees to do their respective part enables each department to accomplish its varied missions. This approach is often demonstrated by the willingness of dedicated employees to work long hours well in excess of 40 hours per week. Although that commitment of extra time and effort is acceptable for many employees within the department who are considered exempt from wage‐related overtime payment obligations, higher ed administrators must tread carefully regarding expecting any additional time or effort from nonexempt hourly staff. One university recently learned this lesson the hard way.
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