Overtime and Compensation. This Section is intended only to provide the basis for the calculation of and payment for overtime and shall not be construed as a guarantee of hours of work per day or per pay period. The Association shall work with the County in a sincere effort to develop and implement ways to control and reduce overtime. An Overtime Committee shall be established and the Association and the Department shall meet at least quarterly to address these issues. A report on the results of this cooperative effort shall be submitted to the Chief Administrative Officer in the final quarter of each fiscal year covered by this Agreement.
Overtime and Compensation. 16-1 All classified employees will be paid by the hour.
16-2 Overtime work will be offered to those employees by minor budget classification whose normal working hours would include such work.
16-3 Employees requested to perform special jobs working with hazardous materials such as asbestos and foaming of roofs shall be compensated with additional pay of $3.00/hour.
16-4 Classified employees will be paid semi-monthly, on or before the 10th and 25th of the month. If the payday falls on Saturday, Sunday, or Monday Mineral County School District will pay on the previous Friday. The 10th payroll represents time worked/taken from the preceding 16th through the 30th or 31st. The 25th payroll represent time worked/taken from preceding 1st through 15th.
16-5 All nine and ten-month full-time employees will have their pay checks prorated over 12 months. This will not affect benefits or wages. Exceptions to this annual proration payout will only occur for classified employees terminating midyear.
16-6 Employees shall be paid at one and one-halftimes the regular rate of pay or receive compensatory time at the rate of one and one-half hours for each hour worked in excess of 40 hours per week when required to work outside the normal work day. Compensation in the form of compensatory time or wages shall be paid to the employee. All overtime must be approved by the employee's immediate supervisor. When an employee chooses to receive compensatory time in lieu of overtime pay the following conditions apply:
16-7 Use of compensatory time must be approved by the immediate supervisor;
16-8 CTO must be taken within 90 days of when it was earned. It is the responsibility of the immediate supervisor to track CTO and ensure it is documented on a separate monthly timesheet. If the CTO is not used within 90 days from when it is earned it will be treated as earned overtime and be paid on the next paycheck 16-9 Compensatory time must be used prior to the end of the fiscal year in which it was earned. Time not used shall be converted into overtime pay based upon the salary schedule in place at the time the compensatory time was earned and paid with the last pay check for the fiscal year.
Overtime and Compensation. In order to qualify for overtime pay, the district must approve in advance overtime in accordance with the Fair Labor Standards Act. Overtime (for pay or hours) must be pre-approved by the supervisor with consideration given to lessen any negative impact on students, staff or the district. Hours worked beyond forty (40) hours per week must be compensated at 1.5 times the employee’s hourly rate. For the purposes of calculating overtime, the work-week, will be defined as Sunday 12:00 A.M. through Saturday 11:59 P.M. Employees who work less than 40 hours per week may with the pre-approval of their supervisor alter their work schedule on an occasional basis (see 4.4 Flextime).
a. Employees asked to cover tasks outside of their regular work schedule should consult with their supervisor to determine what responsibilities may not be completed or if additional time is warranted
b. Employees cannot give up breaks or lunch time that result in overtime. Supervisors are required to work with the employee to ensure the appropriate breaks are provided.
c. Tracking of overtime shall be done by the employee and must include a signature from the supervisor prior to additional time worked.
e. Employees who work three (3) or more hours longer than the normal work-day shall receive appropriate breaks or meals
f. When an employee works at two or more different rates of pay within a single workweek, the regular rate for that week is the weighted average of such rates. **Per RCW 49.46.130
Overtime and Compensation. A. Overtime for full-time Employees shall be defined as work performed in excess of the regular workdays as designated. Overtime for part-time Employees shall be defined as work performed in excess of 40 hours within the designated workweek. All overtime shall be compensated at the rate of time-and-one-half the Employee's basic rate of pay exclusive of special or premium pay. Compensation for overtime shall take the form of cash.
B. If a full-time Employee is called to work on his/her regular day off (RDO), the Employee will be paid at the rate of time-and-one-half the basic applicable rate of pay, exclusive of premium pay, provided that at least one of the following apply:
1. The Employee has been on “paid status” for each regular workday of the established workweek. “Paid status” is defined as having been compensated for each regular workday either:
a. In the form of cash, either from hours worked or from leave paid in lieu of work, or
b. In the form of an EMPLOYER’s cash contribution to the Employee’s Health Reimbursement Account (HRA), as a result of the Employee’s Holiday Leave bank having reached 40 hours.
2. The Employee was forced to work his/her regular day off as part of the daily scheduling process.
C. An Extra Board Operator will be paid overtime for work performed in excess of the scheduled bid work in relief of another Operator. Otherwise s/he shall receive overtime for work performed in excess of 40 hours paid in the workweek.
