(Approved by UMGC President on July 1, 2017)
Purpose and Applicability
The purpose of this policy is to establish reimbursement for an employee's meal(s) when the employee works beyond their established work schedule and such work time impinges on a second mealtime. This policy applies to Nonexempt Staff employees, Associate Staff employees, and Academic Administrators (Collegiate Faculty with a job title of Chair, Associate Chair, Program/Academic Director, or Assistant Program/Academic Director). This Policy does not apply to employees on official travel and away from a University of Maryland Global Campus (UMGC) location. Official travel is governed by UMGC 380.10 – Policy on University Travel. Nonexempt Staff employees who are included in the representation of the collective bargaining unit are subject to the Memorandum of Understanding (MOU) and applicable UMGC HR Policies; where there is a conflict between the two, the MOU shall prevail.
Work in addition to an employee's established work schedule may impinge on a second mealtime, in which case the UMGC will provide for reimbursement of the differential. The reimbursement differential is the reasonable amount that is the difference between the cost of preparing a meal at home and purchasing a prepared meal as set below:
Reimbursement Differential Criteria
An employee is eligible to receive reimbursement differential for the second meal if the following conditions are met:
An employee is entitled to a reimbursement differential for a second meal when he/she has worked through a second mealtime that occurs beyond his/her established work schedule in a single workday and the second mealtime is not part of his/her normal compensation;
The time worked beyond the employee's established work schedule at the prior written request of the employee's supervisor;
The employee must work at least two and one-half hours beyond his/her established work schedule;
The employee's established work schedule is continuous, that is, the employee's supervisor has not approved sufficient time for the employee to go home, eat and return;
The employee is not compensated for the time taken for the meal; and
Compensation is at prescribed rates if not provided in kind.
If the employee is scheduled to return to work after the second meal break, the meal break is to be taken at a time mutually agreeable to the employee and the supervisor.
If the employee works on Saturday or Sunday in addition to their established work schedule, the reimbursement differential will be provided for the first mealtime, provided that the additional time worked is at least five hours in duration.
The UMGC President has designated the Chief Human Resources Officer (CHRO) to administer this policy; to develop procedures as necessary to implement this policy; to communicate this policy to the UMGC community; and to post the policy and any applicable procedures on the UMGC website.
UMGC 420.70: Reimbursement to Employees of Differential for Meals During Extra-time Work Periods