FLSA Non-Exempt Employees Sample Clauses

FLSA Non-Exempt Employees. (a) Full- and part-time employees covered under the FLSA shall be compensated at the rate of time and one-half (1 ½) in the form of pay or compensatory time off at the discretion of the Agency for authorized overtime worked in excess of forty

FLSA 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 Non-Exempt Employees. ‌ (a) Full- and part-time employees covered under the Fair Labor Standards Act shall be compensated at the rate of time and one-half (1-1/2) in the form of pay or compensatory time off at the discretion of the employee for authorized overtime worked in excess of eight (8) hours in a day or forty (40) hours in a workweek. Overtime for employees working a four/ten (4/10) or alternative work schedule shall be time and one-half (1-1/2) in the form of pay or compensatory time off at the discretion of the employee for authorized overtime worked in excess of ten

FLSA Non-Exempt Employees. Rate and Method of Overtime Compensation Compensation for overtime shall be for all hours worked in excess of 40 hours in a workweek. Compensation for overtime worked by employees in this unit who are employed in a class or pay grade, if the class has multiple pay grades, with a top step regular biweekly rate, without bonuses, at or below the top step regular biweekly rate for the class of Rehabilitation Project Coordinator II in Council- controlled departments, shall, be in time off at the rate of one and one-half (1½) hours for each hour of overtime worked; or in cash at one and one-half (1½) times the employee's regular rate of pay The method of overtime compensation shall be at the discretion of Management.

FLSA Non-Exempt Employees. (a) Full- and part-time employees covered under the Fair Labor Standards Act shall be compensated at the rate of time and one-half (1-1/2) in the form of pay or compensatory time off at the discretion of the employee for authorized overtime worked in excess of eight (8) hours in a day or forty (40) hours in a workweek. Overtime for employees working a four/ten (4/10) or alternative work schedule shall be time and one-half (1-1/2) in the form of pay or compensatory time off at the discretion of the employee for authorized overtime worked in excess of ten (10) hours in a day if on a four/ten (4/10) schedule, or in excess of the agreed hours each day on an alternative schedule, or in excess of forty (40) hours in a work week. In no event shall such compensation be received twice for the same hours. (b) For purposes of computing authorized overtime, all time for which an employee is compensated including holiday time and other paid leave shall be credited as time worked. (c) Accrued compensatory time off must be taken within twelve (12) months from the time it is earned. If the Agency is unable to schedule such time off within this period, the employee shall be paid for the time accrued at his/her straight time rate of pay. Employees may accrue up to eighty (80) hours of compensatory time off.

FLSA Non-Exempt Employees. Full and part-time field employees covered under FLSA shall be compensated at the rate of time and one-half in the form of pay or compensatory time off at the discretion of the Agency for authorized overtime worked in excess of forty (40) hours in a workweek. Employees who work a regular work schedule shall be compensated at the rate of time and one-half in the form of pay or compensatory time off for authorized overtime worked in excess of eight (8) or forty (40) hours in a work day or workweek. Employees who work an alternate work schedule should be compensated at the rate of time and one-half for authorized overtime worked in excess of their normal scheduled work day or forty (40) hours in a work week. Employees who work a flexible work schedule should be compensated at the rate of time and one-half for authorized overtime worked in excess of forty (40) hours in a work week.

FLSA Non-Exempt Employees a. Full and part-time field employees covered under FLSA shall be compensated at the rate of time and one-half in the form of pay or compensatory time off at the discretion of the Agency for authorized overtime worked in excess of forty (40) hours in a workweek. Employees who work a regular work schedule shall be compensated at the rate of time and one-half in the form of pay or compensatory time off for authorized overtime worked in excess of eight (8) or forty (40) hours in a work day or workweek. Employees who work an alternate work schedule should be compensated at the rate of time and one-half for authorized overtime worked in excess of their normal scheduled work day or forty (40) hours in a work week. Employees who work a flexible work schedule should be compensated at the rate of time and one-half for authorized overtime worked in excess of forty (40) hours in a work week. b. Accrued compensatory time off must be taken within the fiscal year earned, except as set forth below. Compensatory time off will be scheduled at a time consistent with the Agency’s work requirements. Employees will take all necessary steps to request use of compensatory time off during the pay period in which it was earned. If the Agency is unable to schedule such time off within the pay period earned, the Agency may pay off the accrued compensatory time off or carry it forward into the next pay period. However, such carry forward may not increase the total compensatory time off hours that may be accrued in that next year. c. The Agency may schedule up to forty (40) hours of accrued but unused compensatory time off carried forward per employee per fiscal year after prior notice of at least five (5) working days to the affected employee. This provision shall not apply to compensatory time off accrued within the last two (2) months of the fiscal year. d. With approval of the Agency Director, employees may accrue up to eighty (80) hours of compensatory time off.

FLSA Non-Exempt Employees. 11.1.1 An FLSA non-exempt employee shall have a workweek of forty (40) hours per week, eight (8) hours or ten (10) hours per day.

FLSA 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).

FLSA Non-Exempt Employees. 1. Non-exempt employees may be required to work beyond 40 hours in a week. If required to do so, they must have permission from their department head or designee in advance. 2. In those instances where such employees are assigned to work in excess of 40 hours in a workweek (leave use does not count as hours worked), such employees may request to be compensated with either compensatory time off at time-and-a-half, or paid overtime at time-and-a-half their base rate. Department heads retain the sole discretion in granting the request to accrue CTO or paying the overtime as it is worked. Compensatory time-off may be accrued to a maximum of 120 hours. 3. If an employee is receiving overtime pay for any hours worked, the employee may not receive additional overtime or premium rate payments for the same hours. 4. An employee who is promoted shall have his/her compensatory time off cashed out at his/her rate of pay prior to the promotion.