Overtime-Exempt Employees. Employees who are not covered by the overtime provisions of state and federal law.
Overtime-Exempt Employees. Overtime-exempt employees are not covered by federal or state overtime laws. Compensation is based on the premise that overtime-exempt employees are expected to work as many hours as necessary to provide the public services for which they were hired. These employees are accountable for their work product, and for meeting the objectives of the Employer for which they work. The Employer’s policy for all overtime-exempt employees is as follows:
A. The Employer determines the products, services, and standards which must be met by overtime-exempt employees.
B. Overtime-exempt employees are expected to work as many hours as necessary to accomplish their assignments or fulfill their responsibilities and must respond to directions from management to complete work assignments by specific deadlines. Full-time overtime-exempt employees are expected to work a minimum of forty (40) hours in a workweek and part-time overtime-exempt employees are expected to work proportionate hours. Overtime-exempt employees may be required to work specific hours to provide services, when deemed necessary by the Employer.
C. The salary paid to overtime-exempt employees is full compensation for all hours worked.
D. Overtime-exempt employees are not authorized to receive any form of overtime compensation, formal or informal.
E. The appointing authority or their designee may approve overtime exempt employee absences with pay for extraordinary or excessive hours worked, without charging leave.
F. If they give notification and receive the Employer’s concurrence, overtime-exempt employees may alter their work hours. Employees are responsible for keeping management apprised of their schedules and their whereabouts.
G. Prior approval from the Employer for the use of paid or unpaid leave for absences of two (2) or more hours is required, except for unanticipated sick leave.
Overtime-Exempt Employees. 8.18.1 Overtime-exempt employees are not covered by Federal and State Overtime laws. Compensation is based on the premise that Overtime- exempt employees are expected to work as many hours as necessary to provide the public services for which they were hired. These employees are accountable for their work product, and for meeting the objectives of the Department or Division for which they work. The Employer’s policy for all Overtime-exempt employees is as follows:
8.18.1.1 The Employer determines the products, services, and standards that must be met by Overtime-exempt employees.
8.18.1.2 Overtime-exempt employees are expected to work as many hours as necessary to accomplish their assignments or fulfill their responsibilities and must respond to directions from the Employer to complete work assignments by specific deadlines. Overtime-exempt employees may be required to work specific hours to provide services, when deemed necessary by the Employer.
8.18.1.3 The salary paid to Overtime-exempt employees is full compensation for all hours worked. Overtime-exempt employees’ salary includes straight shift time for holidays. An Overtime-exempt employee whose Employer requires them to work on a holiday will be paid their regular hourly rate and an additional rate of one and one-half (1½) times the employee’s regular hourly rate of pay for the time worked.
8.18.1.4 Employees will consult with their supervisors to adjust their work hours to accommodate the appropriate balance between extended work time and offsetting time off. Where such flexibility does not occur or does not achieve the appropriate balance, and with the approval of their Department/Division head, or designee, Overtime-exempt employees will accrue Compensatory Time for additional hours worked. Such approval will not be arbitrarily withheld.
8.18.1.5 If they give notice and receive the Employer’s approval, Overtime- exempt employees may alter their work hours. Employees are responsible for keeping the Employer apprised of their schedules and their whereabouts during the workday.
8.18.1.6 Prior approval from the Employer for the use of paid leave or unpaid leave for absences to two (2) or more hours is required, except for unanticipated Sick Leave.
Overtime-Exempt Employees. 1. Overtime-exempt employees will be paid their regular rate of pay for the hours actually worked on a holiday.
2. If an overtime-exempt employee is required to work on a holiday, the College will provide an alternate day off. The alternate day off must be taken within six (6) months following the holiday.
3. When a holiday falls on the employee’s scheduled day off the College will provide an alternate day off.
Overtime-Exempt Employees. The Employer’s policy for all overtime-exempt employees is as follows:
A. The Employer determines the products, services, and standards, which must be met by overtime-exempt employees.
B. Overtime-exempt employees are expected to work as many hours as necessary to accomplish their assignments or fulfill their responsibilities. Full-time overtime-exempt employees are expected to work a minimum of forty (40) hours in a workweek and part-time overtime-exempt employees are expected to work proportionate hours. Overtime-exempt employees may be required to work specific hours to provide services, when deemed necessary by the Employer.
C. The salary paid to overtime-exempt employees is full compensation for all hours worked, except:
1. All overtime-exempt employees will receive pay when required by the employer to work on a holiday, as identified in Article 11, Holidays at an additional rate of one and one-half (1-1/2) times the employee’s salary for the time worked.
Overtime-Exempt Employees. A. Overtime-exempt employees scheduled but not required to work during suspended operations will have no loss in pay.
B. If an overtime exempt employee is required to work during suspended operations, the College will provide an alternate day off. The alternate day off must be taken within six (6) months.
C. In the event the College remains open and fully functional but an overtime-exempt employee covered by this Agreement is unable to report to work due to inclement weather, and misses more than two (2) hours of work, the Employee will be allowed to use leave in the following order:
1. Any accrued vacation leave, personal leave or personal holiday.
2. Accrued sick leave, up to a maximum of three (3) days in any calendar year, once all vacation leave, personal leave, or personal holiday is exhausted.
3. Leave without pay. Absences due to inclement weather less than two (2) hours in duration will not require the use of leave. When leave is required, it will be used in the order listed above, and each type of leave will be exhausted before the next is used. However, employees will be allowed to use leave without pay instead of vacation or sick leave, at the employee’s request.
Overtime-Exempt Employees. Overtime-exempt employees are not covered by federal or state overtime laws. Compensation is based on the premise that overtime-exempt employees are expected to work as many hours as necessary to provide the public services for which they were hired. These employees are accountable for their work product, and for meeting the objectives of the agency for which they work. The Employer’s policy for all overtime-exempt employees is as follows:
A. The Employer determines the products, services, and standards that must be met by overtime-exempt employees.
B. Overtime-exempt employees are expected to work as many hours as necessary to accomplish their assignments or fulfill their responsibilities and must respond to directions from management to complete work assignments by specific deadlines. Overtime-exempt employees may be required to work specific hours to provide services, when deemed necessary by the Employer.
C. The salary paid to overtime-exempt employees is full compensation for all hours worked, except:
1. Psychologist – Forensic Evaluators and Psychiatric Social Workers working at the Department of Social and Health Services (DSHS) are expected to work as many hours as necessary to accomplish their assignment or fulfill their core responsibilities. However, because DSHS has a unique situation that requires Psychologist-Forensic Evaluators and Psychiatric Social Workers to work hours over and above those necessary to accomplish their assignment and fulfill their core responsibilities, Psychologists – Forensic Evaluators and Psychiatric Social Workers will receive additional straight time pay at their regular rate of pay for working these “extra duty” hours.
Overtime-Exempt Employees. Lieutenants are exempt from overtime pay. Lieutenants will receive premium pay in the following situations:
A. The University agrees that Lieutenants will receive double times base pay for UW football games.
B. Lieutenants will receive 1.5 times base pay for recharge special events, as well as pre-approved special projects and assignments.
C. For Lieutenants to be paid 1.5 times base pay for other special events, the parties must specifically agree to the payment in writing prior to the assignment. Lieutenants will earn a minimum of four (4) hours of 1.5 times base pay per assignment.
Overtime-Exempt Employees.
A. The Employer determines the products, services, and standards which must be met by overtime-exempt employees.
B. Overtime-exempt employees are expected to work as many hours as necessary to accomplish their assignments or fulfill their responsibilities and must respond to directions from management to complete work assignments by specific deadlines. Full-time overtime-exempt employees are expected to work a minimum of forty (40) hours in a workweek and part-time overtime-exempt employees are expected to work proportionate hours. Overtime-exempt employees may be required to work specific hours to provide services, when deemed necessary by the Employer.
C. The salary paid to overtime-exempt employees is full compensation for all hours worked.
D. Overtime-exempt employees are not authorized to receive any form of overtime compensation, formal or informal.
Overtime-Exempt Employees. Employees who are not covered by the overtime provisions of state and federal law. Employees who are scheduled to work less than forty (40) hours per workweek. Workweeks and work shifts of different numbers of hours may be established by the Employer in order to meet business and customer service needs, as long as the work schedules meet federal and state laws.
