Common use of Determination Clause in Contracts

Determination. ‌ The Employer will determine, based on the Fair Labor Standards Act, whether a position is overtime-eligible or overtime-exempt. The employee and Association will be notified if a change in overtime-eligible status is made to a position. The current overtime-eligible or overtime-exempt status will be maintained, so long as that status is in compliance with the state and federal law.

Determination. ‌ The Employer will determine, based on the Fair Labor Standards Act, whether a position is overtime-eligible or overtime-exempt. The employee and Association will be notified if a change in overtime-eligible status is made to a position. The current overtime-eligible or overtime-exempt status will be maintained, so long as that status is in compliance with the state and federal law.

Determination. ‌ A. The Employer will determine, based on designate and comply with the Fair Labor Standards Act, Act regarding whether a position is overtime-eligible or overtime-exempt. The employee and Association Union will be notified if a change in overtime-eligible status is made to a position. The current overtime-eligible or overtime-exempt status will be maintained, so long as that status is in compliance with the state and federal law.

Determination. ‌ A. The Employer will determine, based on designate and comply with the Fair Labor Standards Act, Act regarding whether a position is overtime-eligible or overtime-exempt. In addition, the Employer will determine if an overtime-eligible position is a law-enforcement position, with or without an extended work period. The employee and Association Union will be notified in writing if a change in overtime-overtime- eligible status is made to a position. The current overtime-eligible or overtime-exempt status will be maintained, so long as that status is in compliance with the state and federal law.

Determination. ‌ A. The Employer will determine, based on the Fair Labor Standards Act, whether a position is overtime-eligible or overtime-exempt. In addition, the Employer will determine if an overtime-eligible position is a law- enforcement position, with or without an extended work period. The employee and Association Union will be notified if a change in overtime-eligible status is made to a position. The current overtime-eligible or overtime-overtime- exempt status will be maintained, so long as that status is in compliance with the state and federal law.

Determination. ‌ A. The Employer will determine, based on designate and comply with the Fair Labor Standards Act, Act regarding whether a position is overtime-overtime- eligible or overtime-exempt. In addition, the Employer will determine if an overtime-eligible position is a law- enforcement position, with or without an extended work period. The employee and Association Union will be notified in writing if a change in overtime-eligible status is made to a position. The current overtime-eligible or overtime-exempt status will be maintained, so long as that status is in compliance with the state and federal law.

Determination. ‌ A. The Employer will determinedesignate and comply with, based on the Fair Labor Standards Act, regarding whether a position is overtime-eligible or overtime-exempt. In addition, the Employer will determine if an overtime-eligible position is a law-enforcement position, with or without an extended work period. The employee and Association Union will be notified in writing if a change in overtime-eligible status is made to a position. The current overtime-eligible or overtime-exempt status will be maintained, so long as that status is in compliance with the state and federal law.