Limit on Outside Employment. The FLSA defines certain kinds of work performed by off-duty employees for other employers as "Joint Employment" under conditions where the work is of a similar nature or skill to that performed on duty. Current department policies requiring all off-duty employment to be approved by the Fire Chief will be strictly enforced to insure that joint employment situations do not arise. All employees are hereby prohibited from knowingly accepting or performing any work which might pose a conflict with provisions of FLSA without prior approval of the Fire Chief or authorized representative.
Limit on Outside Employment. All off-duty employment must be approved by the Fire Chief.
Limit on Outside Employment. The FLSA defines certain kinds of work performed by off-duty employees for other employers as "Joint Employment" under conditions where the work is of a similar nature or skill to that performed on duty. Current department policies requiring all off-duty employment to be approved by the Fire Chief will be strictly enforced to insure that joint employment situations do not arise. All employees are hereby prohibited from knowingly accepting or performing any work which might pose a conflict with provisions of FLSA without prior approval of the Fire Chief or authorized representative. Formatted: Indent: Left: 0.13" II.A.7. Conversion of Hours between 56 and 40 Hour Assignments A conversion factor shall be used when an employee is transferred from a 40-hour assignment to a 56-hour assignment or vice versa to appropriately reflect leave balances. When an employee is transferred from a 40-hour assignment to a 56-hour assignment, all applicable leave balances shall be multiplied by the appropriate conversion factor. A 56-hour employee being transferred to a 40-hour assignment shall have all applicable leave balances divided by the appropriate conversion factor.
