Overview/Policy Statement
The Hartford does not pay overtime to exempt employees. However, in certain circumstances, exempt employees may receive special payments from The Hartford in addition to their regular base salary.
Managers and employees are responsible for adherence to company policy. Failure to do so may result in disciplinary action up to and including termination.
Rationale
State and federal laws do not require employers to pay overtime to exempt employees. Exempt employees are compensated on the basis of job requirements and not on the specific number of hours worked.
Eligibility/Scope
This policy applies to all active, exempt employees in U.S. locations of The Hartford and its participating subsidiaries.
Applying the Policy
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A routine need for extensive hours beyond the workday could indicate workload issues. Under those circumstances, therefore, managers should analyze the situation and seek more global, long-term solutions.
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Managers may consider alternative forms of recognition, including one-time cash awards, for exempt employees in connection with a specific project or task.
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Stipend pay rewards exempt employees for long hours and extraordinary effort. It should be awarded upon conclusion of a specific project or task and not as a reward for routine overtime.
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Special cash awards are to be used to recognize outstanding performance or at the conclusion of a project.
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For the policy that applies to non-exempt employees, refer to Timekeeping Policy.
Revised: 7/2/2020