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a. The Fair Labor Standards Act (FLSA) requires employers to compensate
hourly workers (i.e., non-exempt employees) for hours worked in excess of a “normal
workweek”. FAR 22.103 defines a “normal workweek” as generally a workweek of 40
hours per week. Employers may also have alternative work schedules that are
considered the normal work period, for example, an employee may work 80 hours in a
two week period, with varying hours in each week. The FLSA does not require
employers to pay overtime to salaried employees (i.e., exempt employees). Salaried
or exempt employees receive a salary to provide a service in whatever time is
required. Therefore, the salary of an exempt employee provides full compensation for
all hours worked including those worked beyond the normal work period. There are
contractors' whose accounting systems account for labor based on an employee’s
normal work period; the hours worked by an exempt employee in excess of the normal
work period are commonly called uncompensated overtime. In October 1997 the
solicitation provision and contract clause, FAR 52.237-10, Identification of
Uncompensated Overtime, was issued for acquisitions of service contracts that are
based on labor hours rather than tasks performed. The clause defines
uncompensated overtime as “hours worked without additional compensation in excess
of an average of 40 hours per week by direct charge employees who are exempt from
the Fair Labor Standards Act”. See 9-505. Although this provision applies specifically
to certain service contracts, uncompensated overtime also presents a risk for
inequitable allocation of direct labor costs for other contract types in accordance with
FAR 31.201-4, Determining Allocability. Additionally, if an employee works
uncompensated overtime hours directly on a contract and does not account for the
hours as direct hours, an inequitable allocation of labor costs could result in
noncompliance with CAS, such as CAS 403, 410, and 418. The solicitation clause is
provided here to provide context; auditors are reminded that when examining costs
incurred, solicitation clauses are not the appropriate audit criteria.
b. There are those contractors' whose accounting systems do not assign costs to
hours worked by exempt employees in excess of the employee’s normal work schedule
for the work week. In some cases, labor costs are distributed only to cost objectives
worked on during the normally scheduled hours (for example, the first 40 hours of the
week, or the first 80 hours of a work period). In other cases, employees may select
which cost objectives to charge when they work more hours than their normal work
schedule requires. The contractor may also have an informal policy for how employees
should select the objectives to charge when they work beyond their normally scheduled
hours. For example, the policy might be to charge direct hours first and indirect hours
for the remaining hours. Say an employee is on a standard 40 hour work schedule, and
the employee works 30 hours on a contract and 20 hours on a B&P project during the
same week. The actual hours incurred on the contract (30 hours in this case) might be
charged directly to the contract with the balance of the hours for the work schedule (10
hours) charged to the B&P project. This practice means that 10 hours of effort
benefitted, but were not charged to, the B&P project. Not accounting for all hours
worked creates a serious risk of mischarging costs to Government contracts in such
circumstances. For example, let’s say an employee with a normal work schedule do 40
hours per week, is paid a weekly salary of $2,000. The employee works 50 hours
during a given week, 40 hours on Project A and 10 hours on other projects, but charges