Compensatory Time for Non-Exempt Employees Sample Clauses

Compensatory Time for Non-Exempt Employees. Upon agreement with a non-exempt employee that overtime not be paid, non-exempt employees shall receive one and one-half (1-1/2) hours of compensatory time off for every hour worked in excess of eight (8) hours (ten (10) hours per day for four day workweek employees) or forty (40) hours per workweek. Compensatory time must be requested in the payroll period in which the excess hours were worked, and the employee may via written request default future excess hours to be received as Compensatory time rather than paid as overtime.
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Compensatory Time for Non-Exempt Employees. FLSA non-exempt Employees may accrue in their Premium Bank, up to two- hundred forty (240) hours of compensatory time off (Premium Bank) at the rate of one and one-half (1½) hours for each hour of time worked where such time worked would otherwise be compensated by overtime pay. Once an Employee reaches two-hundred forty (240) hours in their Premium Bank or any combination of administrative comp time, holiday comp time, or comp time reaches two-hundred forty (240) hours, the Employer may pay out the excess over two-hundred forty (240) hours. Overtime will be paid in cash or compensatory time at the Employee’s election per pay period, unless the Employee is informed at the time, the overtime is assigned that only comp time is being offered. When only comp time is offered, the Employee may refuse the overtime assignment without penalty. The date to be taken as comp time off shall be scheduled by agreement between the supervisor and the Employee, and supervisory approval for the use of comp time will be granted in a fair and equitable manner. All unused comp time will be paid to the Employee upon an Employee leaving the Employer or a department, division, or other subgroup which has an individual budget, or to the Employee’s estate upon the Employee’s death, at the final regular rate received by the Employee.
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Compensatory Time for Non-Exempt Employees. Compensatory time for non-exempt employees shall be afforded in accordance with the Federal Fair Labor Standards Act (FLSA) as summarized in the following guidelines:
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Compensatory Time for Non-Exempt Employees a. In lieu of overtime in accordance with Section 37.2 of this Article, an employee, at his or her option, may elect to take compensatory time for hours worked in excess of 36.25 in a workweek.
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Compensatory Time for Non-Exempt Employees. FLSA non-exempt employees may accrue up to two- hundred forty (240) hours of compensatory time off (hereinafter referred to as “comp time”) at the rate of one and one-half (1-½) hours for each hour of time worked where such time worked would otherwise be compensated by overtime pay. Overtime will be paid in cash or compensatory time at the employee’s election; unless the employee is informed at the time the overtime is assigned that only comp time is being offered. When only comp time is offered, the employee may refuse the overtime assignment without penalty. The date to be taken as comp time off shall be scheduled by agreement between the supervisor and the employee, and supervisory approval for the use of comp time will be granted in a fair and equitable manner. All unused comp time will be paid upon an employee leaving the Agency or a Department, Division, or other subgroup which has an individual budget, or upon death, to the employee’s estate, at the final regular rate received by the employee.
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Compensatory Time for Non-Exempt Employees. Many Montana School for the Deaf and the Blind employees are exempted by one or more of the overtime exemptions delineated in the Fair Labor Standards Act. Certain other Montana School for the Deaf and the Blind employees are not exempt from the overtime requirements of the Fair Labor Standards Act. For each pay period, Fair Labor Standards Act non-exempt employees shall designate on a form to be developed by the business office whether they wish to be paid overtime at one and one-half times their normal hourly rate for each hour worked over 40 hours per week or earn compensatory time at a rate of one and one-half hours for each hour worked over 40 hours per week. An employee must have administration approval prior to working overtime. The Employer and the employee shall arrange for the use of compensatory time by mutual agreement and in accordance with School policy. Compensatory time earned and when used will be recorded in no less than one-half hour increments. Compensatory time may be accumulated to a maximum of 40 hours. Unused non-exempt compensatory time at the end of a school year will be carried over to the next school year.
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Compensatory Time for Non-Exempt Employees. 19.2.1 Comp time refers to compensation, taken as time off with pay, for hours an employee works in addition to his / her normal work schedule. Supervisors may allow non – exempt employees to take comp time off in lieu of overtime pay in accordance with the provisions of this agreement and the Fair Labor Standards Act (FLSA). The provisions for compensatory time for nonexempt employees are mandated by the FLSA.
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Compensatory Time for Non-Exempt Employees. Non-exempt employees may choose to receive compensatory time off in lieu of cash for overtime, subject to the parameters set forth below.
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Related to Compensatory Time for Non-Exempt Employees

  • Non-Exempt Employees Non-exempt employees shall not be paid for the period of the closure. However, employees shall be allowed to use accrued vacation, compensatory time off, personal leave or approved leave without pay for the absence(s). A non-exempt employee arriving at work after the Employer/Agency has announced a closure or curtailment of operations may be directed to leave work and if so directed shall not be paid for the remainder of the shift unless utilizing accrued leave as described above. An employee who actually begins work shall be entitled to pay for all actual hours worked.

  • Overtime-Exempt Employees Overtime-exempt employees are not covered by federal or state overtime laws. Compensation is based on the premise that overtime-exempt employees are expected to work as many hours as necessary to provide the public services for which they were hired. These employees are accountable for their work product and for meeting the objectives of the agency for which they work. The Employer’s policy for all overtime-exempt employees is as follows:

  • Exempt Employees (1) Except as may otherwise be provided by specific terms of this Agreement, C.G.S. Section 5-245(b)(1) shall be deemed to exempt from overtime payment all employees being paid above Salary Grade 24, and those unclassified positions which on June 30, 1977 were deemed exempt positions. Subject to the operating needs of the agency:

  • FLSA Exempt Employees The exempt employee shall be paid for the work shift. An FLSA exempt employee may be required to use paid leave or leave without pay where the closure applies to that employee for one or more full workweek(s)

  • Exempt Employee An exempt employee is one who is not eligible for overtime. Exempt employees are in classifications in Appendix A shown as Code 3.

  • Compensatory Time for Overtime Eligible Employees A. Compensatory Time Eligibility Compensatory time off may be earned in lieu of cash only when an institution and the employee agree. Compensatory time must be granted at the rate of one and one half (1-1/2) hours of compensatory time for each hour of overtime worked.

  • Overtime and Compensatory Time Because of the unique nature of the duties and emergency response obligations of the Division, management reserves the right to assign employees to work overtime as needed.

  • Overtime/Compensatory Time Overtime shall be paid for all hours worked in excess of the regularly scheduled workday. Compensatory time may be earned, in lieu of overtime, for overtime hours or hours earned under 18.7 or 18.8 of this article. In no case will compensatory time be allowed, in lieu of overtime once the employee has reached the compensatory time limit in 18.10.

  • UTILIZATION OF PROP F AND TEMPORARY EXEMPT EMPLOYEES 117. The Human Resources Director agrees to work with City departments to ensure proper utilization of Proposition F and temporary exempt (“as needed”) employees when such positions would more appropriately or efficiently be filled by permanent employees. In addition, the City will notify holdovers in represented classifications of any recruitment for exempt positions in their classifications.

  • Excluded Employees Employees excluded from the bargaining unit who work for an Employer signatory to this Agreement may participate in any of the foregoing benefits under rules and regulations established by the Trustees. The trustees shall determine the contributions required for such benefits.

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