Exempt and Non-exempt Employees Sample Clauses

Exempt and Non-exempt Employees. The parties agree that definitions for exempt and non-exempt shall be in accordance with state and federal overtime laws.
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Exempt and Non-exempt Employees. Employees in salary grade A-6 and above shall be considered exempt employees under applicable state and federal law, and employees in salary grade A-5 and below shall be considered to be non-exempt employees.
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Exempt and Non-exempt Employees. Section 4.1 – Full-Time Non-Exempt Employee 4 Section 4.2 – Part-Time Non-Exempt Employee 5 Section 4.3 – Exempt Employee 5 Section 4.4 – Temporary Employees 5
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Exempt and Non-exempt Employees. 4.1. Full-Time Non-Exempt Employee: Exempt or non-exempt in this document refers to exemption of overtime. A full-time nonexempt employee is an hourly employee who regularly works forty (40) hours a week.
Sample 1
Exempt and Non-exempt Employees. ‌ The term “exempt employee” refers to an employee exempt from the overtime provisions of the Fair Labor Standards Act (FLSA). The term “non-exempt employee” refers to an employee whose position is covered by the overtime provisions of the FLSA. FLSA is a federal law that establishes the national minimum wage and overtime pay requirements for workers in the United States. LSC complies fully with FLSA, as well as with applicable District of Columbia laws and regulations. To determine whether a position is exempt or non-exempt, the U. S. Department of Labor has articulated several tests. An overview of these tests can be found in Department of Labor Fact Sheet #17A (xxxx://xxx.xxx.xxx/whd/regs/compliance/fairpay/fs17a_overview.pdf). Please visit the Office of Human Resources for additional information about the classification of your position. Because of the nature of much of the work performed by those in exempt positions, exempt employees are expected to work as many hours as are necessary to “get the job done,” even if that means working well in excess of the standard LSC work week. As a result, an exempt employee enjoys greater flexibility in establishing his or her work hours within LSC’s core business hours. While an exempt employee is still expected to report to the office on a regular schedule, an exempt employee may, from time to time, with manager pre-approval, make adjustments to his or her work schedule.
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Exempt and Non-exempt Employees. ‌ An employee is entitled to one (1) Personal Holiday which must be taken on one (1) day during the calendar year. If the employee fails to take the Personal Holiday before the end of the year, the holiday shall be forfeited. The scheduling of the holiday shall be by mutual agreement of the employee and the Appropriate Administrator. (Article 14, Section 14.23) D. Time Reporting & Absence Management‌ All 8/12 and Hourly Service providers must complete online self-reporting in a timely fashion, according to self-reporting procedures. It is the responsibility of each service provider to know when time and absence reporting are due. NCOD maintains records showing subs taken, subs requested, and no-shows by each service provider. This list incorporates the date, time, and MPP Administrator approval or non-approval. The MPP Administrator reviews this list and service providers will be contacted if there is apparent excess in requests for subs.
Sample 1

Related to Exempt and 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.

  • 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 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:

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

  • 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.

  • LEAVE OF ABSENCE - UNION BUSINESS 11.08.01 Employees who have been elected or appointed to carry out business authorized by the Union on a full-time basis shall be granted a Leave of Absence for this purpose. The Union will advise the Company of the name(s) of such employee(s), the term of such leave, and the specific purpose. The Union shall repay the Company for the Company's costs incurred in Employee Benefit Plans and the employee(s) shall continue to pay their contributions directly to the Company. The Company shall provide such employees with free and reduced-rate transportation in accordance with Company regulations. Such employees shall continue to accrue seniority and service while on leave of absence.

  • 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.

  • No Separate Claims No Holder may bring any claim against the Company to enforce the payment obligation evidenced by a Note. All such claims may be brought only by the Representative, acting on behalf of, and in the name of, each Holder, in accordance with the provisions of this Revenue Sharing Agreement.

  • 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

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