Compensatory Time for Non-Exempt Employees Sample Clauses

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
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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: A. Compensatory time shall be afforded at the rate of one and one-half hours for each hour for which overtime compensation is required by FLSA. B. When an employee’s compensatory time earned reaches a total of 240 hours the employee shall be paid for additional compensatory hours earned. C. Use of compensatory time must be requested in advance and taken at a time mutually agreeable to the supervisor and the employee, consistent with business needs.
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Compensatory Time for Non-Exempt Employees a. In lieu of overtime in accordance with Section 34.4 of this Article, a non-exempt employee, at their option, may elect to take compensatory time for hours worked in excess of 40.0 hours in a workweek. b. Compensatory time will be calculated at the rate of one and a half (1 ½) hours of compensatory time for each hour worked in excess of 40.0 hours in a work week. c. An employee must use compensatory time before the end of the pay period within which the compensatory time was earned unless approved by the employee’s supervisor.
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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. 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. 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. a) Compensatory time must be used within the fiscal year in which it is awarded, and if unused will be forfeited at the end of the fiscal year unless it is awarded during the month of June. If Compensatory time is awarded in the month of June, the employee may have until June 30th of the following year to use the bonus time. b) Compensatory time shall be provided in the electronic time-keeping system as a separate leave bank for employee’s use, shall be pre-approved, and scheduled as time off.
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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. 19.2.2 Comp time may be granted in lieu of overtime pay if there is a written agreement, in advance, between the supervisor and the employee that the employee will receive compensatory time in lieu of a cash payment for overtime. Comp time is accrued at one and one – half hours of comp time for each hour of overtime worked. Accrued comp time must be taken within ninety (90) calendar days of accrual. The employee is responsible to track these hours and report it to their supervisor. 19.2.3 Non – exempt employees can earn comp time at the same rate as overtime, normally one and one – half (1 ½) times the number of overtime hours worked. However, if the additional hours worked would qualify as overtime (i.e. leave was taken during the work week), but the employee wants time off in lieu of payment such comp time would be accrued at the straight time rate. 19.2.4 All hours worked must be reported on the employee’s timesheet. All hours in the workday during which an employee is not working, such as sick or vacation leave, jury duty. etc., must also be reported on the employee’s timesheet. 19.2.5 Comp time may not be taken until the pay period following the date in which the compensatory time was earned. Employees will be paid all out comp time balances remaining at the end of each fiscal year.
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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.
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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. A. An employee working approved overtime may choose to receive compensatory time off in lieu of a cash payment for said overtime. In that event, the employee shall accrue compensatory time at the rate of one and one-half (1-1/2) hours of compensatory time for each hour of overtime worked. B. Employees may not have an accrued compensatory time balance of more than 80 hours. Employees with an accrued compensatory balance of more than 80 hours shall be paid in cash for any overtime worked.
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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).

  • Overtime-Exempt Employees Employees who are not covered by the overtime provisions of state and federal law.

  • Exempt Employees In conjunction with Section 1 above, employees declared to be exempt by the Employer or the United States Department of Labor shall be governed by this section.

  • Compensatory Time for Overtime Eligible Employees ‌ A. Compensatory Time Eligibility

  • Overtime and Compensatory Time Overtime work shall be compensated as follows: A. Hours in an active pay status in excess of forty (40) hours in any calendar week shall be compensated at the rate of one and one-half (1 1/2) times the total rate of pay, as defined by Section 43.01, for each hour of such time. Total rate of pay includes the base rate plus longevity, all applicable supplements, and shift differential where applicable. B. An employee may elect to take compensatory time off in lieu of cash overtime payment for hours in an active pay status more than forty (40) hours in any calendar week. Such compensatory time shall be granted on a time and one-half (1 1/2) basis. C. The maximum accrual of compensatory time shall be two hundred forty (240) hours and compensatory time must be taken within one (1) year of its being earned. D. When the maximum hours of compensatory time accrual is rendered, payment for overtime work shall be made in cash. Compensatory time not taken within one (1) year shall be paid in cash to a maximum of eighty (80) hours in any pay period. E. Compensatory time is not available for use until it appears on the employee’s earnings statement and on the date the funds are made available. F. Upon termination of employment, an employee shall be paid for unused compensatory time at a rate which is the higher of: 1. The final total rate received by the employee, or 2. The average total rate received by the employee during the last three (3) years of employment. For the purposes of this Article, active pay status is defined as the conditions under which an employee is eligible to receive pay, and includes, but is not limited to, vacation leave and personal leave. Sick leave and any leave used in lieu of sick leave shall not be considered as active pay status for purposes of this Article. Compensatory time requests must be submitted in writing twenty-four (24) hours in advance of the anticipated time off, unless the need for time off is of an emergency nature.

  • Overtime/Compensatory Time A. Employees working assigned, pre-approved time in excess of forty (40) hours per week shall be given either overtime pay or compensatory time at the rate of one and one-half times the employee’s regular rate of pay. The name of the supervisor authorized to approve overtime assignments shall be posted in each building. The employee may elect to take either overtime pay or compensatory time off. Holidays, sick leave, personal days, or vacation days shall be included as regular time for purposes of computing overtime. In the event overtime is required, the Assistant Superintendent or his/her designee shall solicit volunteers to fill the overtime positions. In the event no volunteers are available or the volunteers available are unqualified in the opinion of the Assistant Superintendent or designee, overtime may be assigned. Overtime assignments will be made on a rotational basis at each work site to employees who normally do the work assigned. Reasonable advance notice will be given to employees assigned overtime. An employee shall not be called in for snow removal duty sooner than 8 hours following the conclusion of his/her regular shift or any other work performed for the District. B. Only forty-five (45) hours of compensatory time can be earned in a contract year. Use of compensatory time must be approved by the employee’s immediate supervisor. Compensatory time earned must be used during the contract year in which it is earned or cashed in for pay at the rate in effect for the employee at the time the employee receives such payment. Employees who have accumulated more than forty (40) hours of compensatory time at the time of execution of this Agreement shall retain all such accumulated time, provided, however, that such employees shall not be allowed to use more than forty (40) hours in any contract year. All compensatory time must be submitted on a timesheet. C. All overtime worked must be submitted on a timesheet to the building principal in accordance with business office procedures for processing payroll. Requests for use of compensatory time off shall be submitted in writing to the building principal in accordance with business office procedures for processing payroll. X. Xx employee called in to work on his/her day off will be paid for a minimum of two (2) hours at the appropriate rate. E. The decision to assign overtime will not be based upon an employee’s preference for either compensatory time or overtime pay. F. In the event an employee’s regular permanent assignment requires the performance of duties in more than one job classification, the overtime rate to be used to calculate compensation for the employee for the overtime work shall be the rate of the classification which caused the employee to work such overtime hours.

  • 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.

  • Probation for Newly Hired Employees (a) The Employer may reject a probationary employee for just cause. A rejection during probation shall not be considered a dismissal for the purpose of Article 11.2

  • Shift Employees Employees who work rotating shift patterns or those who work qualifying shifts shall be entitled, on completion of 12 months employment on shift work, to up to an additional 5 days annual leave, based on the number of qualifying shifts worked. The entitlement will be calculated on the annual leave anniversary date. Qualifying shifts are defined as a shift which involves at least 2 hours work performed outside the hours of 8.00am to 5.00pm, excluding overtime. Number of qualifying shifts per annum Number of days additional leave per annum 121 or more 5 days 96 – 120 4 days 71 – 95 3 days 46 – 70 2 days 21 – 45 1 day

  • Compensatory Time Eligibility The Employer may grant compensatory time in lieu of cash payment for overtime to an overtime-eligible employee, upon agreement between the Employer and the employee. 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.

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