FLSA Non Exempt Employees Only Sample Clauses

FLSA Non Exempt Employees Only. (a) Where the Employer/Agency has announced a delayed opening pursuant to Section 1(a), employees are responsible for continuing to monitor the reporting sites for updated information related to the delay or potential closure. Employees may be allowed up to two (2) hours commuting time as reasonably needed to report for work after a delayed opening has been announced. (b) When the Department of Administrative Services/Agency chooses to close an office or facility before the start of an employee’s work day, one (1) of the following options will be implemented: (1) The employee will work from home or alternate work location for at least one half (1/2) of their regular work day. The balance of the employee’s work day will be on inclement weather leave for up to forty (40) hours a biennium, or, (2) If no work is available or the employee is unable to work from home or alternate work location, the employee will use accrued vacation hours, compensatory time off, personal leave time or leave without pay for at least one half (1/2) of their regular work day. The balance of the employee’s work day will be on inclement weather/hazardous conditions leave not to exceed forty (40) hours a biennium, or, (3) The employee may, with Agency prior approval, temporarily adjust their work hours during the same workweek to make up for hours not worked. The Agency shall not suffer any overtime or penalty payments as a result of this schedule change. (4) Once the forty (40) hours of inclement weather/hazardous conditions leave is used, and there are more Agency closures during the biennium, the employee will use accrued vacation hours, personal leave or compensatory time off, leave without pay or, with prior Agency approval, temporarily adjust their work hours during the same workweek. The Agency shall not suffer any overtime or other penalty payments as a result of the change in schedule. (5) Employees will not be eligible for inclement/hazardous conditions leave when their regular days off occur on a day the Agency closes an office or facility, or when the employee is on prescheduled leave. (6) Inclement weather/hazardous conditions leave shall not count as hours worked for the purpose of overtime calculation. (7) Inclement weather/hazardous conditions leave not used during the biennium will be lost and will not be rolled over into the next biennium. Inclement weather/hazardous conditions leave is not compensable if the employee separates from state service. (8) Part time emplo...
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FLSA Non Exempt Employees Only. If no work is available or the employee is unable to work from home or alternate work location, the employee will: (1) use accrued vacation hours, compensatory time off, personal leave time, leave without pay; or, (2) use inclement weather/hazardous conditions leave not to exceed forty (40) hours a biennium, or, (3) The employee may, with Agency prior approval, temporarily adjust their work hours during the same workweek to make up for hours not worked. The Agency shall not suffer any overtime or penalty payments as a result of this schedule change. The employee may be approved to flex their time to engage in training through the electronic employee training platform or other Agency approved resources remotely. Such approval will not be unreasonably denied. Employees engaging in these options will waive their shift differential for such time; or (4) Complete supervisory approved remote training course. Once the forty (40) hours of inclement weather/hazardous conditions leave is used, and there are more Agency closures during the biennium, if unable to work remotely, the employee will use accrued vacation hours, personal leave or compensatory time off, leave without pay or, with prior Agency approval, temporarily adjust their work hours during the same workweek. The Agency shall not suffer any overtime or other penalty payments as a result of the change in schedule.
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FLSA Non Exempt Employees Only. Where the Employer/Agency has announced a delayed opening pursuant to Section 1a, employees are responsible for continuing to monitor the reporting sites for updated information related to the delay or potential closure. Employees may be allowed up to two (2) hours commuting time as reasonably needed to report for work after a delayed opening has been announced. Where an employee arrives late due to this extended commute, they may cover the time with accrued vacation, compensatory time off, personal leave or approved leave without pay.
Sample 1See All (8)
FLSA Non Exempt Employees Only. If no work is available or the employee is unable to work from home or alternate work location, the employee will;
Sample 1Sample 2
FLSA Non Exempt Employees Only. If no work is available or the employee is unable to work from home or alternate work location, the employee will: (a) use accrued vacation hours, compensatory time off, personal leave time, leave without pay; or, (b) use inclement weather/hazardous conditions leave not to exceed forty (40) hours a biennium, or, (c) The employee may, with Agency prior approval, temporarily adjust their work hours during the same workweek to make up for hours not worked. The Agency shall not suffer any overtime or penalty payments as a result of this schedule change. The employee may be approved to flex their time to engage in training through the electronic employee training platform or other Agency approved resources remotely. Such approval will not be unreasonably denied. Employees engaging in these options will waive their shift differential for such time; or, (d) Complete supervisory approved remote training course. Once the forty (40) hours of inclement weather/hazardous conditions leave is used, and there are more Agency closures during the biennium, if unable to work remotely, the employee will use accrued vacation hours, personal leave or compensatory time off, leave without pay or, with prior Agency approval, temporarily adjust their work hours during the same workweek. The Agency shall not suffer any overtime or other penalty payments as a result of the change in schedule.
Sample 1
FLSA Non Exempt Employees Only. When the Employer/Agency notifies employees not to report to work pursuant to Section 1, prior to the beginning of the work shift the following applies: actual hours worked.
Sample 1
FLSA Non Exempt Employees Only. If no work is available or the employee is unable to work from home or alternate work location, the employee will: 1. use accrued vacation hours, compensatory time off, personal leave time, leave without pay; or, 2. use inclement weather/hazardous conditions leave (not to exceed forty
Sample 1
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Related to FLSA Non Exempt Employees Only

  • 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).

  • Overtime-Exempt Employees Employees who are not covered by the overtime provisions of state and federal law.

  • Exempt Employees In conjunction with Section 1 above, employees declared to be exempt by the Employer or the United States Department of Labor shall be governed by this section.

  • Employees exempted This clause does not apply to: • employees terminated as a consequence of serious misconduct that justifies dismissal without notice; • probationary employees; • apprentices; • trainees; • employees engaged for a specific period of time or for a specified task or tasks; or • casual employees.

  • 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

  • FALSELY ACCUSED EMPLOYEE ASSISTANCE When a teacher has been falsely accused of child abuse or sexual misconduct, the Board will assist the teacher by: a. working with the teacher to develop a plan which facilitates a smooth return to the teaching profession; b. providing additional funding if required to the Employee Family Assistance Program to ensure availability of counselling assistance to the employee and the employee‘s family; c. providing, upon request by the employee, available factual information to parents and students; d. providing restitution of lost wages resulting from the suspension of the teacher.

  • An Employee once sent on annual leave shall not be recalled for duty except by mutual agreement between the Employer and Employee.

  • Leave of Absence for Union Functions It is agreed that official representatives of the Union be granted leave of absence, without pay, to attend Union Conventions or perform any other function on behalf of the Union and its affiliations, provided not more than ten (10) Union representatives shall be away at any one time. Such leave of absence shall not affect the employee's seniority and/or benefits contained in this Agreement.

  • Employee Conduct Employee covenants, warrants and represents that during the period of Employee’s employment with the Company, Employee shall at all times comply with the Company’s written policy as in effect from time to time on the acceptance of gifts and gratuities from customers, vendors, suppliers, or other persons doing business with the Company. Employee represents and understands that acceptance or encouragement of any gift or gratuity not in compliance with such policy may create a perceived financial obligation and/or conflict of interest for the Company and shall not be permitted as a means to influence business decisions, transactions or service. In this situation, as in all other areas of employment, Employee is expected to conduct himself or herself using the highest ethical standard.

  • Casual Employees A casual employee is one who is not regularly scheduled to work other than during periods that such employee shall relieve a regular full-time or regular part-time employee. Casual employees accumulate seniority on an hourly basis and are entitled to such benefits as are contained in the “Addendum - Casual Employees”.

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