Exempt Staff Clause Samples
The "Exempt Staff" clause defines which employees are classified as exempt from certain labor regulations, typically those related to overtime pay and minimum wage requirements. This clause usually applies to employees in managerial, professional, or administrative roles who are paid on a salary basis and meet specific criteria set by employment laws. By clearly identifying exempt staff, the clause helps employers comply with labor laws and ensures that both parties understand which employees are not entitled to overtime compensation, thereby reducing the risk of wage disputes.
Exempt Staff. Exempt staff are not eligible for overtime. However, in recognition of the fact that exempt employees may occasionally be called upon to work evenings and weekends, the following compensatory time off policy shall apply:
Exempt Staff a. HR-initiated Workload Intervention. When an exempt employee works more than a total of 170 hours over two (2) consecutive pay periods, the HR director will notify the staff member’s direct supervisor and their directing attorney or managing director to encourage a conversation between the staff member and their supervisor to address the staff member’s workload, ensure that the staff member is supported in maintaining a reasonable workload going forward, and assist in scheduling time off. As a default, supervisors will be asked to not assign additional work unless the staff member and the supervisor (with an option to include the HR director) agree that the staff member is able to take on additional work.
b. Employee-initiated Workload Intervention: Staff are encouraged to initiate a workload review with their supervisor (with an option to include the HR director) at any time prior to an HR intervention as noted above. Requesting a workload review will not result in disciplinary action.
Exempt Staff. Client/customer demand may require exempt staff to remain over the end of a regular work shift in order to complete an appointment. Remaining until the end of a client appointment is considered a continuation of a regular work shift. If an exempt staff employee is scheduled with less than 48 hours’ notice for a client/customer appointment that will start after the end of a normal work shift (by the manager or other authorized designee) that requires they work for a period of time greater than a one
(1) hour block of time they will receive $30.50 per hour or their regular hourly rate of pay (whichever is greater). Payment will be made for each full hour block of time (an appointment lasting 1 hour 30 minutes will be compensated at one hour of pay). Staff has the alternative of Flex- Time in lieu of pay in this Section. When there is a need to schedule an exempt employee with more than 48 hours’ notice for an appointment starting after a normal work shift, the exempt staff member will start their shift on that day later than normal start time to allow for only a 7.5 hour work day.
Exempt Staff. Employees in positions that are not subject to minimum wage provisions and overtime pay according to federal and state law. Employees in an exempt position are paid on a salary basis.
Exempt Staff. This Agreement does not apply to General Staff employed in senior management roles who, from the first full pay period commencing on or after the dates specified below, receive a Salary and loadings in excess of the amount specified in respect of the relevant date.
1 November 2005 16 March 2006 9 June 2006 16 September 2006 16 March 2007 16 September 2007 16 March 2008 16 September 2008
(a) provide a rewarding, fair, flexible and harmonious working environment for staff;
(b) strengthen the University’s capacity to achieve its goals as described in its Strategic Plan 2006 – 2010, in particular, its “1:5:40” goals; and
(c) give effect to the Federal Government’s Higher Education Workplace Relations Requirements. The University is committed to employment practices that help prevent and eliminate discrimination on the basis of race, colour, sex, sexual preference, age, physical or mental disability, marital status, family responsibilities, pregnancy, religion, political opinion, trade union membership and activity, national extraction or social origin.