Please click here to see the list.

Overtime is based on hours worked over 40 hours a week. Each workweek stands alone; averaging hours worked over two or more workweeks is not permitted by the FLSA.

You must have immediate supervisor’s approval prior to working any additional hours.

You must have prior approval from your supervisor. Any time worked must be paid for; this includes reviewing/responding to work e-mails or working weekends if you are not scheduled to do so.

Take your yearly salary and divide it by 2080. For example:

• $45,000/2080 = 21.634615384
• The hourly rate will be $21.63

EDWS defines “work/life” as the challenges involved in integrating employment, family and personal priorities in order to meet individual and organizational needs.  We want to help faculty and staff be more productive both personally and professionally by providing resources for balancing their work and personal responsibilities.

EDWS is committed to further the ongoing institutional goal to “help develop a workforce that is effective and able to meet the changing needs of an evolving university”.

Work/Life Resources are available to help faculty and staff face the challenges of integrating employment, family and personal priorities, and pursue interests in personal enrichment and career enhancement through referrals, outreach, education and programming.

We all have problems from time to time, and generally, we can solve them ourselves. Sometimes, however, we feel “stuck” in a particular situation, which may begin to affect our work and home lives. We also can be affected by the problems of our family members or co-workers. If you have been struggling with a problem for two weeks or longer, or if you feel that you need support during a crisis, that is the time to call. Issues that are frequently addressed through FASA include:

• Marital problems
• Job stress or dissatisfaction
• Communication
• Family disharmony
• Substance abuse
• Personality conflict
• Lack of direction in career
• Financial difficulties

• FASA offers individual management consultation services to all those in supervisory roles who are having difficulties with an employee's job performance. Training on constructive confrontations with employees and making supervisory referrals to FASA are held regularly.
• FASA also responds to individual or departmental crisis. If a critical incident such as a death, an accident, or a major illness, occurs, FASA is available upon notification for on-site debriefing and support.
• FASA offers training related to the well-being of faculty and staff, such as stress management and alcohol and drug awareness.
• Outplacement and career services are available through FASA. Managers may receive guidance about informing employees of outplacement decisions, and the FASA counselor is available to meet with departments or individuals to make them aware of university support for them. Individuals who receive notification that their positions are being eliminated are eligible for special support during the transition. All employees and their household members may receive career counseling through FASA.
• Relapse prevention services are available to all recovering employees or their family members. These include confidential referrals, recovery groups, and two-year follow up for those who have enough treatment.

FASA provides short-term counseling, assessments and referrals, and consultation at no cost to you. These services are a part of the benefits offered to you as a Georgia State employee. If an outside referral is suggested, every effort is made to find the most productive help within your financial means and/or your insurance plan.

You may call yourself, or you may accept the suggestion of a family member, friend, co-worker, or supervisor.
In some instances, you may be referred by your supervisor. Your use of FASA is voluntary. The FASA counselor reviews your situation with you and helps you explore options and solutions. Together you develop an action plan for addressing your problem. This plan may include short-term counseling with your FASA counselor or referral to an outside agency, practitioner or community resource.

You may schedule an initial appointment to speak with a counselor via in-person, telephone, or video conference through a new online platform called TAO.

Georgia State University provides a supportive environment that enables breastfeeding employees to express their milk during business hours. Lactating mothers shall be granted flexible and reasonable breaks, using their normal break periods and meal times, to accommodate milk expression. The University has designated private and sanitary locations on each campus. For a list of locations, please go to:

No, it is not illegal if an employee is not allowed to take a break. Although Georgia State University allows for employees to have a lunch break, the University does recognize that in some instances, the needs of the job must be satisfied, before a break can be granted. Therefore, in some units, breaks may not always be possible. Breaks are a privilege and are not a right. Employees on a break, may leave the work area. If a non-exempt employee is on break and is asked to perform work or decides to perform work, the employee must be paid for the time worked.

Yes. It is the responsibility of all employees to the read the Employee Handbook, as well as familiarize themselves with their departmental policies, procedures, and guidelines.

When a non-exempt employee works over 40 hours in a given workweek, the employee is entitled to overtime pay at 1 and ½ the hourly rate for all time worked in excess of 40 hours or the employee will earn paid time off (known as comp. time) at 1 and ½ hours for time worked in excess of 40 hours. This decision is not determined by the employee. Each Vice President/Dean makes the decision for his/her respective division/college. The Vice President/Dean may delegate this decision to department heads. Non-exempt employees must seek approval before working any overtime hours. To seek approval for overtime hours, complete the Overtime Request Form. If a non-exempt employee works overtime without prior approval, the employee will be paid for the time worked. However, the employee can be subject to disciplinary action for not seeking prior approval.

Yes, before a person may begin volunteering at Georgia State University, the department and individual must read and follow the steps outlined in the Structured Volunteer Program Policy, as well as complete the Volunteer Registration and Agreement form:

Once a candidate has successfully completed his/her interview, skills demonstration, and a criminal and credit background check has been returned, the candidate is now considered “Active.” Candidates deemed ineligible will be notified either by e-mail or U.S. Postal Services.

All assignments through the Panther Temps Program are temporary; the Panther Temps Office cannot guarantee continuous work assignments or regular classified employment at the end of any temporary employment period.  Panther Temps assignments are on a need basis and continue at the discretion of the hiring manager.  Applicants are chosen for assignments based on the request of the department and the skills, knowledge and availability of the Panther Temps.  The Panther Temps Program Specialist will contact applicants if there is a match for an assignment.

Panther Temps assignments do not guarantee full-time or regular employment with Georgia State University. A Panther Temps must apply for any positions of interest as a regular applicant by submitting requested materials to the Employment Office through PPRTS, the online applicant tracking system.  Panther Temps employees are not regular employees of Georgia State University and are, therefore, not eligible to accrue vacation or sick leave, participate in benefits programs, and are not eligible to apply for positions posted as “internal only.”

Yes. Panther Temps are allowed to purchase a Budget Card (discounted parking) or discounted Marta cards from Auxiliary Services. Please contact the Panther Temps office.

Panther Temps wanting to end an assignment early should notify the Panther Temps Office at least 2-5 business days in advance (see Section 3000). This is as a courtesy to the Panther Temps office and the department the Panther Temps serves.

Yes. You may interview for regular employment positions.

The Panther Temps Office is responsible for disciplinary action. Please contact the Panther Temps office immediately if any questions or concerns arise.

Click here to access Stacks where you will create an account, enter the system and complete the course.

Email the Technology Service Desk at [email protected]

Let your direct supervisor know you are reaching out to her/his supervisor.

As of June 30, 2019, you can now easily edit your paycheck direct deposit information, add a new bank account, and remove an old bank account in Employee Self Service (ESS).  You no longer have to submit a form to the Payroll Department.

Here is the navigation to Direct Deposit:

1.1.  Log into OneUSG Connect:  https://oneusgconnect.usg.edu/

1.2. From Employee Self Service, click the Direct Deposit tile.

1. Log into OneUSG Connect.

2. From Employee Self Service, click the Time and Absence tile.

3. On the Time page, click the Payable Time Summary link to see a summary of your payable time.
a. Your Payable Time is listed by Time Reporting Code, including the total for the week.
b. Use the Previous Week or Next Week links to navigate to different weeks. You can also enter or use the Calendar icon to select a different Start Date to view; click the Refresh icon.

4. To see Payable Time Detail, click the Detail page link. You can also select Payable Time Detail from the Time page.
a. In the Overview tab, the Detail page lists each Date, its Status, Time Reporting Code, Quantity and Estimated Gross.
b. Click the Expand icon for Payable Status Filter to filter for only particular types of status, such as Approved or Needs Approval. Click the Refresh icon next to the End Date field.

5. NOTE: Payable Time is your Reported Time that has been processed. This is the time you report on your timesheet, or record via the Web Clock or Kaba Time Clock. For hourly employees, rounding rules are applied when Reported Time is processed into Payable Time

Managers are required to approve all non-exempt employees' reported time in order for OneUSG Connect to process it into payable time.  To approve reported time, follow the steps below:

1. Log into OneUSG Connect.

2. Click the Navigator icon in the upper right corner.

3. Click Navigator in the NavBar menu.

4. Click Manager Self Service.

5. Click Time Management.

6. Click Approve Time and Exceptions.

7. Click Reported Time.

8. To retrieve all of your employees who have time available to approve, click the Get Employees button. This option only displays employees who have time available to approve. If you have already approved an employee’s time or if an employee has not reported their time yet, you will not see their time summary on this page. Use Option #1 to see all employees.

9. To approve an employee’s time, select the employee’s Last Name link.

10. Click in the Select box to select individual days or click the Select All button.

11. To approve the selected time entries, click Approve.

12. Click Yes to confirm your action.

13. Click OK on the confirmation page.

14. The Reported Time Status shows the status of each day’s time entry. To select another employee, click Next Employee (in the Select Another Timesheet box) or click Return to Select Employee.

Please contact your HRAC representative or click on the "What do I Need to Know" tile on the left side of the OneUSG Connect Homepage and select your employee group for more information.

All employees will access the system securely with their established log-on credentials and password.  Click on the "Access OneUSG Connect" tile on the left side of the OneUSG Connect Homepage.

A digital badge is a validated indicator of a new accomplishment or skill. Digital badges inspire new pathways to learning and connect learners to opportunities, resources, and one another.

Acquiring a digital is a huge accomplishment providing recognition, skill progression, and an avenue to other employment opportunities.

These badges reflect educational experiences beyond the classroom. A collection of badges can function as a portfolio accessible from a variety of social media sites.

Our Sr. Consultants have the expertise to evaluate and recommend people and process interventions to move you forward. Let us know how we can help.