Overtime Compensation for Non-Exempt Employees Sample Clauses

Overtime Compensation for Non-Exempt Employees. In conjunction with Section 1 above, employees declared to be non-exempt by the Employer or the United States Department of Labor shall be governed by this section.
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Overtime Compensation for Non-Exempt Employees a) All overtime must be prior approved by a department head or his/her designee. The County will pay overtime in accordance with the Fair Labor Standards Act as long as said act has legal force and effect over the County. b) For non-exempt employees with a 40 hour work week, time and a half will be paid for all hours worked over 40 in any work week. c) For non-exempt employees working a 35 hour work week, if the employee works between 35 and 40 hours in a work week, all hours worked over 35 and up to 40 would go into their compensatory time off bank. If the hours paid in the work week exceeded 40, the employee shall receive straight time earnings for all hours between 35 and 40, and time and a half for all hours worked over 40. Compensatory time off may be accumulated to a maximum of the equivalent of two weeks of regularly scheduled workweek hours. d) When it is impracticable to grant compensatory time off within a reasonable period, the department head shall recommend through the Government Operations Committee, that payment be made through the County's overtime approval process. e) Payment beyond the provisions of the Fair Labor Standards Act may be provided for in this contract.
Sample 1
Overtime Compensation for Non-Exempt Employees. All employees who are non-exempt under the Fair Labor Standards Act will be compensated in accordance with applicable law and regulation for work performed: (1) in excess of eight hours in a day or 40 hours in a week that is ordered or approved, or (2) in excess of 40 hours in a week that is suffered or permitted.
Sample 1Sample 2
Overtime Compensation for Non-Exempt Employees. All non-exempt employees who have been authorized in advance to work overtime will be compensated in accordance with appli- cable laws and regulations. Employees and supervisors shall use DOL Form DL-1-105 to document supervisory approval of overtime work.
Sample 1
Overtime Compensation for Non-Exempt Employees. Overtime compensation shall be as follows except where Federal Laws, State laws, or this contract provide differently: a) Definition: Overtime is defined as the computation of all hours worked by an employee beyond the total hours of a normal pay week of the particular County department. b) Computation of overtime hours - The County will continue its present pay practice for the life of the contract except that all paid hours will be counted when computing overtime. Authorized overtime will be credited to an employee in units of one-tenth of an hour. c) Except in emergencies, no employee shall work overtime unless overtime is necessary and has prior approval by the appropriate department head or his/her designee. d) The County will pay overtime in accordance with the Fair Labor Standards Act as long as said Act has legal force and effect over the County. e) For non-exempt employees with a 40 hour work week, time and a half will be paid for hours over 40 in any work week. f) For those non-exempt employees working a 35 hour work week, if the employee works between 35 and 40 hours in a work week, all hours worked over 35 hours and up to 40 hours would go into his/her compensatory time off bank. If the employee works a 37.5 hour work week, all hours worked over 37.5 up to 40 hours would go into his/her compensatory time off bank. If the hours worked in the workweek exceed 40 hours, the employee shall receive straight time earnings for all hours between 35 and 40 hours, and time and a half for all hours over 40. Employees who work a 35.0-hour week can bank up to 105 hours of compensatory time. Employees who work a 37.5 hour week can bank up to 112 hours of compensatory time. Employees who work a 40.0 hour week can bank up to 120 hours of compensatory time. The compensatory bank accrual amount reflects an amount not greater than three times the employees regular work week. g) The employee may suggest to the Division Head up to three dates that the employee would like to use the compensatory time. The Division Head will give consideration to the employee’s suggested dates. The sole and final responsibility for deciding the compensatory time off remains the prerogative of the Division Head. h) When it is impracticable to grant compensatory time off within a reasonable period, the department head or his/her designee shall recommend that the employee be paid for overtime work. i) Payment beyond the provisions of the Fair Labor Standards Act may be provided for in th...
Sample 1
Overtime Compensation for Non-Exempt Employees. Non-exempt bargaining unit members required to work overtime as set forth in Section 5 above shall be compensated either in cash or compensatory time as determined in advance and approved in writing by the supervisor on the appropriate attendance report. Cash payment for overtime hours worked, including work performed on the bargaining unit member's first consecutive scheduled day off, shall be at one and one half (1-1/2) times his/her regular straight time hourly rate. Work performed on the bargaining unit member's second consecutive scheduled day off shall be compensated at two (2) times his/her regular straight time hourly rate. Consecutive days are defined as any day that follows directly after another day. Consecutive days may span two time periods. Compensatory time for overtime hours worked, including work performed on the bargaining unit member's first consecutive scheduled day off, shall be at the rate of one and one-half (1-1/2) hours for each hour of overtime worked. Compensatory time for overtime worked on the bargaining unit member's second consecutive scheduled day off shall be at the rate of two (2) hours for each hour of overtime worked. Consecutive days are defined as any day off that follows directly after another day. Consecutive days may span two time periods. Bargaining unit members who do not have two consecutive days (consecutive days are defined as any day that follows directly after another day) off shall receive one and one half (1-1/2) times his/her regular straight time hourly rate on their first regularly scheduled day off in the workweek (as defined in section 1 of this article), and two (2) times his/her regular straight time hourly rate for overtime on their second regularly scheduled day off. Compensatory time shall be accrued at a rate of time and one half (1-1/2) hours for each hour of overtime worked, and two (2) hours for each hour of overtime worked on his/her regular second regularly scheduled day off. A non-exempt bargaining unit member may accumulate up to a maximum of seventy-five (75) hours of compensatory time. Accumulated compensatory time may be utilized at times agreed to by the bargaining unit member and his/her immediate supervisor. Compensatory time shall be utilized in one-tenth (1/10) hour increments.
Sample 1
Overtime Compensation for Non-Exempt Employees a) All overtime must be prior approved by a department head or his/her designee. The County will pay overtime in accordance with the Fair Labor Standards Act as long as said act has legal force and effect over the County. b) For non-exempt employees with a 40 hour workweek, time and a half will be paid for all hours worked over 40 in any workweek. c) For non-exempt employees working a 35 hour workweek, if the employee works between 35 and 40 hours in a workweek, all hours worked over 35 and up to 40 would go into their compensatory time off bank. If the hours paid in the workweek exceeded 40, the employee shall receive straight time earnings for all hours between 35 and 40, and time and a half for all hours worked over 40. With the exception of Emergency Services Dispatchers and Senior Emergency Services Dispatchers, compensatory time off may be accumulated to a maximum of the equivalent of three weeks of regularly scheduled workweek hours. Emergency Services Dispatchers and Senior Emergency Services Dispatchers can accrue compensatory time off to a maximum of the equivalent of four weeks of regularly scheduled workweek hours. d) When it is impracticable to grant compensatory time off within a reasonable period, the department head shall recommend that payment be made through the County’s overtime approval process, upon approval of the Committee responsible for the Personnel function. e) Payment beyond the provisions of the Fair Labor Standards Act may be provided for in this contract.
Sample 1
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Related to Overtime Compensation for Non-Exempt Employees

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

  • 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 Compensation 1. Except as provided in this section, Grantee will be responsible for any obligations of premium overtime pay due employees. Premium overtime pay is defined as any compensation paid to an individual in addition to the employee’s normal rate of pay for hours worked in excess of normal working hours. 2. Funds provided under this Contract may be used to pay the premium portion of overtime only under the following conditions: i. With the prior written approval of System Agency; ii. Temporarily, in the case of an emergency or an occasional operational bottleneck; iii. When employees are performing indirect functions, such as administration, maintenance, or accounting; iv. In performance of tests, laboratory procedures, or similar operations that are continuous in nature and cannot reasonably be interrupted or otherwise completed; or v. When lower overall cost to System Agency will result.

  • HOLIDAY COMPENSATION FOR TIME WORKED 110. Employees required by their respective appointing officers to work on any of the above specified or substitute holidays, excepting Fridays observed as holidays in lieu of holidays falling on Saturday, shall be paid extra compensation of one additional day's pay at time-and-one-half the usual rate in the amount of 12 hours pay for 8 hours worked or a proportionate amount for less than 8 hours worked provided, however, that at the employee's request and with the approval of the appointing officer, an employee may be granted compensatory time off in lieu of paid overtime pursuant to the provisions of Section III.E.2. 111. Executive, administrative and professional employees designated in the Annual Salary Ordinance with the "Z" symbol shall not receive extra compensation for holiday work but may be granted time off equivalent to the time worked at the rate of-one-and-one-half times for work on the holiday.

  • Probation for Newly Hired Employees (a) The Employer may reject a probationary employee for just cause. A rejection during probation shall not be considered a dismissal for the purpose of Article 11.2

  • Compensation for Overtime Assigned overtime is designated as those hours over the regular hours of work which are requested of the employee by management. Assigned overtime worked shall be paid at the rate of time and one-half (1 1/2).

  • 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.

  • Separation Compensation In exchange for your agreement to the general release and waiver of claims and covenant not to sue set forth below and your other promises herein, the Company agrees to provide you with the following:

  • Overtime-Eligible Employees Employees who are covered by the overtime provisions of state and federal law.

  • Employee Compensation The wages, salaries and other compensation paid to employees who will be employed for the benefit of the Project, and to others who perform special services for the benefit of the Project, to the extent not otherwise paid through a Cash Management System, shall be paid by Owner from a Project Account pursuant to this Section 9.2. (a) All wages, salaries and other compensation paid to employees of the Project, including, but not be limited to, unemployment insurance, social security, worker's compensation, employee benefit packages and other charges imposed by a governmental authority or provided for in a union agreement, shall (a) as to employees of Manager or any Subcontractor, be reimbursed by Owner to Manager (or directly to the applicable Subcontractor, if requested by Manager) without profit or mark-up, and (b) as to employees of Owner, be paid directly by Owner. Xxnager shall coordinate all disbursements and deposits for all compensation and other amounts payable with respect to persons employed in connection with the operation of the Project from an appropriate Project Account. Manager shall maintain complete payroll records for all employees. (b) In addition to the employment of employees set forth on Schedule 3, Manager may, in its discretion, from time to time employ personnel of its general operations to perform direct special services for the benefit of the Project; provided, however, that Manager shall obtain the prior approval of Owner for the employment of such special personnel, except in emergency situations or when timing requirements do not allow for such prior approval. Owner shall reimburse Manager for such direct services rendered by special personnel in an amount commensurate with normal and customary charges for such services by similarly qualified persons. Persons whose compensation may not be charged to Owner for services rendered to the Project includes the general asset management personnel of Manager who are not on-site of the Project.

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