PayCheck
About GWUOvertime & Variation
The 2025 EA keeps the 60-minute overtime trigger. Your variation choice after clock-out affects how that time is paid and how reconciliation sees late finishes.
Variation now matters
If you worked past your rostered finish by any amount, your after-clock-out variation choice determines whether those minutes are visible at reconciliation. Accepting a variation can convert late minutes to ordinary time on the roster, which may hide underpayments. If you actually worked late, it’s usually safer to decline the variation.
Overtime basics (2025 EA)
Overtime is paid after certain triggers. The most common scenarios are below. Use PayCheck for exact rates by day/classification.
| Scenario | How it works |
|---|---|
| Stayed ≤ 60 min past rostered finish | Paid as ordinary time, not overtime. But it must be recorded accurately. Tip: Decline the variation so reconciliation can see that you worked late (even 5–10 minutes adds up). |
| Stayed > 60 min past rostered finish | First 60 min at ordinary time; time after 60 min is overtime (time-and-a-half for the first 2 hours, then double time; Sundays typically double time). Tip: Decline the variation so OT isn’t converted to ordinary time. |
| Other OT triggers (summary) | Depending on your classification: exceeding daily/weekly ordinary hours, or being directed to work beyond rostered span may create OT. Keep clean records and check PayCheck. |
What is a “variation”?
After clock-out, the system may ask if you agree to a variation. That edits your rostered times to match actual times. If you accept, late minutes can be treated as ordinary time on the roster instead of overtime.
Key points:
- Managers can’t force you to accept a variation.
- Declining helps ensure OT and reconciliation see real times.
- Always keep your own record of rostered vs actual times.
Common examples
- Finish 25 min late: Ordinary time (not OT). Decline the variation so reconciliation can detect patterns.
- Finish 1h 25m late: First 60m ordinary; next 25m at the OT rate. Decline the variation.
- Weekend/Public Holiday: OT and penalty rates stack by EA rules. Use PayCheck to confirm the correct rate.
Best practice: decline variations when you worked late
If you finished after your rostered time, decline the variation so overtime and reconciliation aren’t lost. If a manager edits your times without consent, keep screenshots and get help.
Not paid correctly / pressured to accept?
Screenshot the roster and timesheet, note who asked what and when, decline the variation, and contact GWU. Accurate records are essential for reconciliation and backpay.
FAQs
It’s ordinary time, not OT, but it still matters. Declining keeps the late finish visible for reconciliation so patterns of underpayment aren’t hidden.
First 60 minutes ordinary time; remaining 15 minutes at the EA overtime rate. Decline the variation and confirm figures in PayCheck.
No. Variation requires your agreement. If you worked late or believe OT should apply, decline the variation.
Use PayCheck. Select your classification and day to see penalty and OT rates for that shift.