Exempt and Non-exempt. Overtime must be scheduled and approved in advance by management. Overtime worked without approval may result in disciplinary action. For purposes of computing overtime hours, the following absences are considered as hours worked: • Jury duty leave • Holidays • Travel during standard work hours • Business travel hours outside of standard working hours by nonexempt employees is considered as time worked as defined by Fair Labor Standards Act (FLSA). • Company-sponsored or required training programs where employee attendance is mandatory For purposes of computing overtime hours, the following absences are not considered as hours worked: • Paid Time Off • Bereavement Leave • Illness (e.g., hours on short-term/long-term disability) • Facility closure days for natural and civil emergencies • Other employee time that does not qualify as hours worked under the applicable local, state or federal laws A meal allowance will be paid to employees working overtime 4 hours or more.
Exempt and Non-exempt. The parties agree that all positions within the classifications specified in this Agreement are considered non-exempt with the exception of Therapist I, II, Clinical Coordinator I, II and III.
Exempt and Non-exempt. These terms reference the employee's status pursuant to the Fair Labor Standards Act (FLSA). Exempt employees are exempt from the overtime requirements of the FLSA. (See Exhibit 1: Classifications and Salary Ranges for FLSA status.)
