Common use of Overtime Defined - Employees Covered by FLSA Clause in Contracts

Overtime Defined - Employees Covered by FLSA. Overtime is defined as time worked beyond forty (40) hours in any seven consecutive day work period or time worked beyond the work period maximum if another work period is permitted and designated by the County under FLSA. Overtime is also defined as time worked beyond eight (8) or ten (10) hours in any workday (depending on the number of hours in the duty shift to which the employee is assigned). Time for which pay is received but not worked, such as vacation, sick leave, and authorized compensating time off, will be counted towards the base period. The County Executive shall determine by administrative order those classes and positions which shall be eligible for overtime work and for cash payment. The County and Union agree that in any arbitration involving an FLSA non-exempt employee and Section 1113.2 the arbitrator shall be strictly bound by U.S. Department of Labor, Wage and Hour Division, Regulations, Bulletins, Regional Opinion Letters and provisions of the Fair Labor Standards Act in reviewing, deciding and rendering a decision. The arbitration award and remedy must be in strict compliance with said Regulations, Bulletins, Regional Opinion Letters and provisions of the FLSA and cannot exceed that which would have been ordered by the DOL, Wage and Hour Division if the dispute had been submitted for their review. By this provision the Union does not waive enforcement provisions of FLSA that cannot legally be waived.

Overtime Defined - Employees Covered by FLSA. Overtime is defined as time worked beyond forty (40) hours in any seven consecutive day work period or time worked beyond the work period maximum if another work period is permitted and designated by the County under FLSA. If another work period is permitted and designated by the County under FLSA, time worked beyond (eighty) 80 hours in any biweekly pay period up to the work period maximum shall be considered overtime, but paid at a straight-time rate. Overtime is also defined as time worked beyond eight (8) or 8), ten (10) or twelve (12) hours in any workday (depending on the number of hours in the duty shift to which the employee is assigned). Time for which pay is received but not worked, such as vacation, sick leave, and authorized compensating time off, will be counted towards the base period. The County Executive shall determine by administrative order those classes and positions which shall be eligible for overtime work and for cash payment. The County and Union agree that in any arbitration involving an FLSA non-exempt employee and Section 1113.2 8.2 the arbitrator shall be strictly bound by U.S. Department of Labor, Wage and Hour Division, Regulations, Bulletins, Regional Opinion Letters and provisions of the Fair Labor Standards Act in reviewing, deciding and rendering a decision. The arbitration award and remedy must be in strict compliance with said Regulations, Bulletins, Regional Opinion Letters and provisions of the FLSA and cannot exceed that which would have been ordered by the DOL, Wage and Hour Division if the dispute had been submitted for their review. By this provision the Union does not waive enforcement provisions of FLSA that cannot legally be waived. If the Fair Labor Standards Act is determined by the U.S. Supreme Court or Legislation to not apply to state and local government 8.2 b) will be deleted and 8.2 a) shall apply to all classifications.

Overtime Defined - Employees Covered by FLSA. Overtime is defined as time worked beyond forty (40) hours in any seven consecutive day work period or time worked beyond the work period maximum if another work period is permitted and designated by the County under FLSA. Overtime is also defined as time worked beyond eight (8) or ten (10) hours in any workday (depending on the number of hours in the duty shift to which the employee is assigned). Time for which pay is received but not worked, such as vacation, sick leave, and authorized compensating time off, will be counted towards the base period. The County Executive shall determine by administrative order those classes and positions which shall be eligible for overtime work and for cash payment. The County and Union agree that in any arbitration involving an FLSA non-exempt employee and Section 1113.2 13.2 the arbitrator shall be strictly bound by U.S. Department of Labor, Wage and Hour Division, Regulations, Bulletins, Regional Opinion Letters and provisions of the Fair Labor Standards Act in reviewing, deciding and rendering a decision. The arbitration award and remedy must be in strict compliance with said Regulations, Bulletins, Regional Opinion Letters and provisions of the FLSA and cannot exceed that which would have been ordered by the DOL, Wage and Hour Division if the dispute had been submitted for their review. By this provision the Union does not waive enforcement provisions of FLSA that cannot legally be waived. If the Fair Labor Standards Act is determined by the U.S. Supreme Court or Legislation to not apply to state and local government 13.2 b) will be deleted and 13.2 a) shall apply to all classifications.

Overtime Defined - Employees Covered by FLSA. Overtime is defined as time worked beyond forty (40) hours in any seven consecutive day work period or time worked beyond the work period maximum if another work period is permitted and designated by the County under FLSA. Overtime is also defined as time worked beyond eight (8) or ten (10) hours in any workday (depending on the number of hours in the duty shift to which the employee is assigned). Time for which pay is received but not worked, such as vacation, sick leave, and authorized compensating time off, will be counted towards the base period. The County Executive shall determine by administrative order those classes and positions which shall be eligible for overtime work and for cash payment. The County and Union agree that in any arbitration involving an FLSA non-exempt employee and Section 1113.2 11.2 the arbitrator shall be strictly bound by U.S. Department of Labor, Wage and Hour Division, Regulations, Bulletins, Regional Opinion Letters and provisions of the Fair Labor Standards Act in reviewing, deciding and rendering a decision. The arbitration award and remedy must be in strict compliance with said Regulations, Bulletins, Regional Opinion Letters and provisions of the FLSA and cannot exceed that which would have been ordered by the DOL, Wage and Hour Division if the dispute had been submitted for their review. By this provision the Union does not waive enforcement provisions of FLSA that cannot legally be waived. If the Fair Labor Standards Act is determined by the U.S. Supreme Court or Legislation to not apply to state and local government 11.2 b) will be deleted and 11.2 a) shall apply to all classifications.