Supervisor basics
Supervisors play an important role in ensuring work time is managed appropriately and in alignment with the Fair Labor Standards Act, or FLSA. The FLSA sets standards for how work time is tracked and when overtime pay applies. Learn more about FLSA classifications on the FLSA basics site.
Supervisors are expected to:
- Communicate work schedules and expectations clearly
- Ensure work time is recorded accurately
- Approve overtime in advance when applicable
- Monitor workloads to avoid excessive or ongoing overtime
- Manage time flexibly when possible to stay within the 40-hour workweek
- Support compliance with FLSA requirements for supervised staff
Supervisors should also be aware that if overtime is worked without prior approval, the time must still be compensated; however, additional discussion may be needed to address expectations and future work planning.
Some non-standard work activities may count as compensable time under FLSA, including:
- Work performed outside scheduled hours
- Travel
- Trainings or required meetings
Whether time is compensable may vary based on the employee’s classification and circumstances.
For detailed information and examples, visit the travel under the FLSA page.
Supervisors may find the following resources helpful:
- FLSA supervisor training – A short training designed to help supervisors understand FLSA responsibilities and common scenarios.
- Travel under the FLSA – Travel and training guidance.
- FLSA FAQs – Quick answers to common questions.
- Overtime and compensatory time – Managing extra work hours.
- FLSA basics – Overview of FLSA exempt and nonexempt classifications.
For instructions on entering or approving time, visit the time and leave website.
Supervisors are encouraged to work with their manager or HR liaison for questions related to FLSA, work schedules and department-specific situations.
For questions that require additional review, HR Liaisons may contact HR Compensation & Organizational Effectiveness for guidance on FLSA classification and compliance.
If work time or overtime concerns become ongoing or difficult to resolve at the department level, HR liaisons may involve Employee Relations and Engagement to help address expectations and support consistent practices.