Common use of Overtime-Exempt Employees Clause in Contracts

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. ‌ 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, product and for meeting the objectives of the Employer agency for which they work. The Employer’s policy for all overtime-exempt employees is as follows: A. The Employer determines the products, services, 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. OvertimeAppointing authorities may approve overtime-exempt employees are employee accrual of exchange time for extraordinary and excessive hours worked. Exchange time may be accrued at straight time to a maximum of eighty (80) hours. When an employee accrues forty (40) hours of exchange time, the employee and the Employer will develop a plan for the employee to use the accrued exchange time in the next ninety (90) days. Employees may request to use exchange time in lieu of sick leave and vacation leave. Exchange time has no cash value and cannot authorized to receive any form of overtime compensation, formal or informalbe transferred between agencies. 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-overtime- exempt employees may alter their work hours. Employees are responsible for keeping management apprised of their schedules and their whereabouts. G. F. 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. 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 workAgency. The Employer’s policy for all overtime-exempt employees is as follows: A. The Employer determines the products, services, and standards 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. OvertimeEmployees will notify their supervisors when they 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 approval of the Appointing Authority or designee, overtime-exempt employees are may accrue exchange time for working in excess of forty-five (45) hours in a workweek. Such approval will not authorized be arbitrarily withheld. Exchange time may be accrued at straight time to receive any form a maximum of overtime compensation, formal one hundred twenty (120) hours. Exchange time has no cash value and cannot be transferred between facilities or informalother agencies. 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-overtime- exempt employees may alter their work hours. Such concurrence will not be arbitrarily withheld. Employees are responsible for keeping management apprised of their schedules and their whereabouts. G. F. 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. ‌ 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 workagency. The Employer’s policy for all overtime-exempt employees is as follows: A. The Employer determines the products, services, and standards 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 Employees will notify their supervisors when they adjust their work hours to accommodate the appropriate balance between extended work time and offsetting time off. Where such flexibility does not authorized to receive any form occur or does not achieve the appropriate balance, and with approval of overtime compensation, formal or informal. E. The the appointing authority or their designee may approve overtime exempt employee absences with pay for extraordinary or excessive hours workeddesignee, without charging leave. F. If they give notification and receive the Employer’s concurrence, overtime-overtime- exempt employees may alter their work hours. Employees are responsible accrue exchange time for keeping management apprised working in excess 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.forty-five

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, product and for meeting the objectives of the Employer agency for which they work. The Employer’s policy for all overtime-exempt employees is as follows: A. The Employer determines the products, services, 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, services when deemed necessary by the Employer. Such employees will not be required to use vacation leave or exchange time for occasional, infrequent flexing of two (2) hours or less, provided that the employee abides by agency policies regarding the use of sick leave and vacation leave. C. The salary paid to overtime-exempt employees is full compensation for all hours worked. D. OvertimeEmployees 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 Appointing Authority or designee approval, 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 will accrue exchange time for extraordinary or excessive hours worked. Exchange time may be accrued at straight time to a maximum of eighty (80) hours. For a Department of Revenue employee whose job causes them to accrue exchange time due to a legislative session, without charging the maximum accrual is one hundred ten (110) hours. Exchange time can be used in lieu of sick leave and vacation leave. Exchange time has no cash value and cannot be transferred between agencies. When an employee accrues forty (40) hours of exchange time, the employee and the Employer will develop a plan within sixty (60) days for the employee to use the accrued exchange time. For an employee whose job causes them to accrue exchange time due to a legislative session, the Employer and the employee will develop a plan for the use of exchange time accrued during a legislative session at the end of the session. F. If they give notification E. At employee request and receive the Employer’s concurrencewith Employer approval, overtime-exempt employees alternate work schedules (including both flexible and compressed work schedules) may alter their work hoursbe established, subject to business and customer service needs. Requests for alternate schedules will not be arbitrarily denied. Employees are responsible for keeping management apprised of their schedules and their whereabouts. G. Prior approval from F. Overtime-exempt employees whose employer requires them to work on a holiday will be paid at an additional rate of one and one-half (1½) times the Employer employee’s salary for the use of paid or unpaid leave for absences of two (2) or more hours is required, except for unanticipated sick leavetime worked.

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 workuniversity. 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 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. ‌ 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 institution 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 overtime-exempt employee absences with pay for extraordinary or excessive hours worked, without charging leave. F. If they give notification prior notice and receive the Employer’s concurrence, overtime-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. 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, product and for meeting the objectives of the Employer agency for which they work. The Employer’s policy for all overtime-exempt employees is as follows: A. The Employer determines the products, services, 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, services when deemed necessary by the Employer. Such employees will not be required to use vacation leave or exchange time for occasional, infrequent flexing of two (2) hours or less, provided that the employee abides by agency policies regarding the use of sick leave and vacation leave. C. The salary paid to overtime-exempt employees is full compensation for all hours worked. D. OvertimeEmployees 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 Appointing Authority or designee approval, 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 will accrue exchange time for extraordinary or excessive hours worked. Exchange time may be accrued at straight time to a maximum of eighty (80) hours. For a Department of Revenue employee whose job causes them to accrue exchange time due to a legislative session, without charging the maximum accrual is one hundred ten (110) hours. Exchange time can be used in lieu of sick leave and vacation leave.. Exchange time has no cash value and cannot be transferred between agencies. When an employee accrues forty (40) hours of exchange time, the employee and the Employer will develop a plan within sixty (60) days for the employee to use the accrued exchange time. For an employee whose job causes them to accrue exchange time due to a legislative session, the Employer and the employee will develop a plan for the use of exchange time accrued during a legislative session at the end of the session.‌ F. If they give notification E. At employee request and receive the Employer’s concurrencewith Employer approval, overtime-exempt employees alternate work schedules (including both flexible and compressed work schedules) may alter their work hoursbe established, subject to business and customer service needs. Requests for alternate schedules will not be arbitrarily denied. Employees are responsible for keeping management apprised of their schedules and their whereabouts. G. Prior approval from F. Overtime-exempt employees whose employer requires them to work on a holiday will be paid at an additional rate of one and one-half (1½) times the Employer employee’s salary for the use of paid or unpaid leave for absences of two (2) or more hours is required, except for unanticipated sick leavetime worked.

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 institution 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 his or her designee may approve overtime exempt employee absences with pay for extraordinary or excessive hours worked, without charging leave. F. If they give notification prior notice 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. 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 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. 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 workagency. The Employer’s policy for all overtime-exempt employees is as follows: A. The Employer determines the products, services, and standards 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-With prior approval of the Appointing Authority or designee, overtime exempt employees are may accrue exchange time for working in excess of forty-five (45) hours in a workweek. Exchange time may be accrued at straight time to a maximum of one hundred twenty (120) hours. Exchange time has no cash value and cannot authorized to receive any form of overtime compensation, formal be transferred between facilities or informalother agencies. 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. F. 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. ‌ 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 institution for which they work. The Employer’s policy practice 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 time, overtime-exempt employees are expected to work a minimum of forty (40) hours in a workweek and part-time 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 overtime-exempt employee absences with pay for extraordinary or excessive hours worked, without charging leave. F. If they give notification prior notice and receive the Employer’s concurrence, overtime-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. 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 workuniversity. 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 his or her designee may approve overtime 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-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. ‌ 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 institution for which they work. The Employer’s policy practice 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 overtime-exempt employee absences with pay for extraordinary or excessive hours worked, without charging leave. F. If they give notification prior notice and receive the Employer’s concurrence, overtime-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. 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 workagency. The Employer’s policy for all overtime-exempt employees is as follows: A. The Employer determines the products, services, and standards 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-With prior approval of the Appointing Authority or designee, overtime exempt employees are may accrue exchange time for extraordinary and excessive hours worked. Exchange time may be accrued at straight time to a maximum of one hundred twenty (120) hours. Exchange time has no cash value and cannot authorized to receive any form of overtime compensation, formal be transferred between facilities or informalother agencies. 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. F. 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. 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 workAgency. The Employer’s policy for all overtime-exempt employees is as follows:follows:‌ A. The Employer determines the products, services, and standards 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. OvertimeEmployees will notify their supervisors when they 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 approval of the Appointing Authority or designee, overtime-exempt employees are may accrue exchange time for working in excess of forty-five (45) hours in a workweek. Such approval will not authorized be arbitrarily withheld. Exchange time may be accrued at straight time to receive any form a maximum of overtime compensation, formal one hundred twenty (120) hours. Exchange time has no cash value and cannot be transferred between facilities or informalother agencies. 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. F. 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. 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 college/district 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 his or her designee may approve overtime 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. 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 workagency. The Employer’s policy for all overtime-exempt employees is as follows: A. The Employer determines the products, services, and standards 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-With prior approval of the Appointing Authority or designee, overtime exempt employees are may accrue exchange time for working in excess of forty-five (45) hours in a workweek. Exchange time may be accrued at straight time to a maximum of one hundred twenty (120) hours. Exchange time has no cash value and cannot authorized to receive any form of overtime compensation, formal be transferred between facilities or informalother agencies. 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-overtime- exempt employees may alter their work hours. Employees are responsible for keeping management apprised of their schedules and their whereabouts. G. F. 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. 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 workagency. The Employer’s policy for all overtime-exempt employees is as follows: A. The Employer determines the products, services, and standards 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-With prior approval of the Appointing Authority or designee, overtime exempt employees are may accrue exchange time for working in excess of forty-five (45) hours in a workweekextraordinary and excessive hours worked. Exchange time may be accrued at straight time to a maximum of one hundred twenty (120) hours. Exchange time has no cash value and cannot authorized to receive any form of overtime compensation, formal be transferred between facilities or informalother agencies. 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-overtime- exempt employees may alter their work hours. Employees are responsible for keeping management apprised of their schedules and their whereabouts. G. F. 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. 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, product and for meeting the objectives of the Employer agency for which they work. The Employer’s policy for all overtime-exempt employees is as follows: A. The Employer determines the products, services, 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. OvertimeAppointing authorities may approve overtime-exempt employees are employee accrual of exchange time for extraordinary and excessive hours worked. Exchange time may be accrued at straight time to a maximum of eighty (80) hours. When an employee accrues forty (40) hours of exchange time, the employee and the Employer will develop a plan for the employee to use the accrued exchange time in the next ninety (90) days. Employees may request to use exchange time in lieu of sick leave and vacation leave. Exchange time has no cash value and cannot authorized to receive any form of overtime compensation, formal or informalbe transferred between agencies. 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-overtime- exempt employees may alter their work hours. Employees are responsible for keeping management apprised of their schedules and their whereabouts. G. F. 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. 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 university or college/district 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 his or her designee may approve overtime 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. 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 institution 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-overtime- exempt employees are expected to work proportionate hours. Overtime-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 Appointing authorities may approve overtime overtime-exempt employee absences with pay for extraordinary or and excessive hours worked, without charging leave. F. If they give notification and receive the Employer’s concurrence, overtime-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. ‌ 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 workAgency. The Employer’s policy for all overtime-exempt employees is as follows: A. The Employer determines the products, services, and standards 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. OvertimeEmployees will notify their supervisors when they 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 approval of the Appointing Authority or designee, overtime-exempt employees are may accrue exchange time for working in excess of forty-five (45) hours in a workweek. Such approval will not authorized be arbitrarily withheld. Exchange time may be accrued at straight time to receive any form a maximum of overtime compensation, formal one hundred twenty (120) hours. Exchange time has no cash value and cannot be transferred between facilities or informalother agencies. 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. F. 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. 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 institution 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 overtime-exempt employee absences with pay for extraordinary or excessive hours worked, without charging leave. F. If they give notification prior notice and receive the Employer’s concurrence, overtime-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. 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, product and for meeting the objectives of the Employer agency for which they work. The Employer’s policy for all overtime-exempt employees is as follows: A. The Employer determines the products, services, 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. OvertimeAppointing authorities may approve overtime-exempt employees are employee accrual of exchange time for extraordinary and excessive hours worked. Exchange time may be accrued at straight time to a maximum of eighty (80) hours. Exchange time has no cash value and cannot authorized to receive any form of overtime compensation, formal or informalbe transferred between agencies. 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. F. 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. ‌ 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 workagency. The Employer’s policy for all overtime-exempt employees is as follows: A. The Employer determines the products, services, and standards 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-With prior approval of the Appointing Authority or designee, overtime exempt employees are may accrue exchange time for working in excess of forty-five (45) hours in a workweek. Exchange time may be accrued at straight time to a maximum of one hundred twenty (120) hours. Exchange time has no cash value and cannot authorized to receive any form of overtime compensation, formal be transferred between facilities or informalother agencies. 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. F. 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. ‌ 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, product and for meeting the objectives of the Employer agency for which they work. The Employer’s policy for all overtime-exempt employees is as follows: A. The Employer determines the products, services, 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. OvertimeAppointing authorities may approve overtime-exempt employees are employee accrual of exchange time for extraordinary and excessive hours worked. Exchange time may be accrued at straight time to a maximum of eighty (80) hours. When an employee accrues forty (40) hours of exchange time, the employee and the Employer will develop a plan for the employee to use the accrued exchange time in the next ninety (90) days. Employees may request to use exchange time in lieu of sick leave and vacation leave. Exchange time has no cash value and cannot authorized to receive any form of overtime compensation, formal or informalbe transferred between agencies. 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. F. 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. 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 workAgency. The Employer’s policy for all overtime-exempt employees is as follows: A. The Employer determines the products, services, and standards 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 Employees will notify their supervisors when they adjust their work hours to accommodate the appropriate balance between extended work time and offsetting time off. Where such flexibility does not authorized to receive any form occur or does not achieve the appropriate balance, and with approval of overtime compensationthe Appointing Authority or designee, 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-overtime- exempt employees may alter their work hours. Employees are responsible accrue exchange time for keeping management apprised working in excess 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.forty-five

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 institution for which they work. The Employer’s policy practice 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 overtime-exempt employee absences with pay for extraordinary or excessive hours worked, without charging leave. F. If they give notification prior notice and receive the Employer’s concurrence, overtime-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. ‌ 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 institution 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 his or her designee may approve overtime exempt employee absences with pay for extraordinary or excessive hours worked, without charging leave. F. If they give notification prior notice 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. 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 institution 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-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 his or her designee may approve overtime exempt employee absences with pay for extraordinary or excessive hours worked, without charging leave. F. If they give notification prior notice and receive the Employer’s concurrence, overtime-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.leave.‌‌‌‌

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 institution for which they work. The Employer’s policy practice 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.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.informal.‌ E. The appointing authority or their designee may approve overtime overtime-exempt employee absences with pay for extraordinary or excessive hours worked, without charging leave.leave.‌ F. If they give notification prior notice and receive the Employer’s concurrence, overtime-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.leave.‌

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, product and for meeting the objectives of the Employer agency for which they work. The Employer’s policy for all overtime-exempt employees is as follows: A. The Employer determines the products, services, 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. OvertimeEmployees 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 Appointing Authority or designee approval, 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 accrue exchange time for extraordinary or excessive hours worked, without charging leave. Exchange time may be accrued at straight time to a maximum of eighty (80) hours. Exchange time has no cash value and cannot be transferred between agencies. F. If they give notification E. With Employer approval, alternate work schedules, including both flexible and receive the Employer’s concurrencecompressed work schedules, overtime-exempt employees may alter their work hoursbe established subject to business and customer service needs. Employees are responsible for keeping management apprised of their schedules and their whereabouts. G. Prior approval from F. Overtime-exempt employees whose employer requires him or her to work on a holiday will receive exchange time at the Employer rate of equal hours off for the use of paid or unpaid leave for absences of two (2) or more all hours is required, except for unanticipated sick leaveworked on a holiday.

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 institution for which they work. The Employer’s policy practice 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 time, overtime-exempt employees are expected to work a minimum of forty (40) hours in a workweek and part-time 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 overtime-exempt employee absences with pay for extraordinary or excessive hours worked, without charging leave. F. If they give notification prior notice 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. Overtime-exempt employees are not covered by state or 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 accomplish the public services job duties for which they were hired. Individual employees may have scheduled hours they are expected to work during the day and week, as determined by individual supervisors. This schedule shall be referred to as the employee’s core hours of work. Core hours of work change when an individual employee’s work schedule changes. The salary paid to overtime-exempt employees is full compensation for all hours worked. These employees are accountable for their work product, and for meeting the objectives of the Employer for which they workCollege. The Employer’s policy for all overtime-exempt following applies to employees is as followscovered under this Agreement: A. The Employer College determines the products, services, and standards which 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. Full-time overtime-exempt employees are expected to work a minimum of forty (40) hours in a workweek and partper week within their assigned core hours of work. Part-time overtime-overtime exempt employees are expected to work proportionate hours. . C. Overtime-exempt employees may be required to alter their assigned core hours of work specific with their Supervisor’s approval. Employees are responsible for keeping their supervisor apprised of their schedules and whereabouts. Prior approval from the supervisor for the use of paid or unpaid leave for absences greater than two (2) or more hours to provide servicesis required, when deemed necessary by except for unanticipated sick leave. Occasional absences of less than two (2) hours do not require the Employer. C. The salary use of paid to overtime-exempt employees is full compensation for all hours workedor unpaid leave. D. Overtime-exempt employees are not authorized Due to receive any form the nature of overtime compensationexempt work, formal employees may occasionally work hours that do not allow for an ideal balance between work and non-work time. When this occurs, employees may consult with their supervisors to adjust their work hours within the workweek, pay period, or informal. E. The appointing authority month to accommodate a more appropriate balance between extended work time and offsetting time off. An employee’s immediate supervisor or their the supervisor’s designee may approve overtime exempt 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. 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 institution for which they work. The Employer’s policy practice 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 overtime-exempt employee absences with pay for extraordinary or excessive hours worked, without charging leave. F. If they give notification prior notice 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. ‌ 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, product and for meeting the objectives of the Employer agency for which they work. The Employer’s policy for all overtime-exempt employees is as follows: A. The Employer determines the products, services, 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. OvertimeAppointing authorities may approve overtime-exempt employees are employee accrual of exchange time for extraordinary and excessive hours worked. Exchange time may be accrued at straight time to a maximum of eighty (80) hours. Exchange time has no cash value and cannot authorized to receive any form of overtime compensation, formal or informalbe transferred between agencies. 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. F. 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. Overtime-exempt employees are not covered by federal or state overtime laws. Compensation is based laws are scheduled on the premise that overtimeover-time exempt employees are expected to work complete the assignments as many hours as necessary to provide the public services for which they were hiredassigned. 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:the 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 responsibilities, which for full-time normally should be forty hours in a week, 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.worked doing services for which they were hired.‌‌ D. Overtime-exempt employees are not authorized to receive any form of overtime compensation, formal or informalinformal for doing services for which they were hired. E. The appointing authority or their designee may approve overtime overtime-exempt employee absences with pay for extraordinary or excessive hours worked, without charging leave. This shall include travel, events, and projects that require more than forty hours in a work week. This may also include workshops, training or conferences that are held during_ a time they do not normally report for work. F. If they give notification the employee gives prior notice and receive receives the Employer’s 's concurrence, overtime-exempt employees may alter their work hours. Employees are responsible for keeping management 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. 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 college/district 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 his or her 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. 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 institution 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 Appointing authorities may approve overtime overtime-exempt employee absences with pay for extraordinary or and 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.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. 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, product and for meeting the objectives of the Employer agency for which they work. The Employer’s policy for all overtime-exempt employees is as follows: A. The Employer determines the products, services, 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. OvertimeAppointing authorities may approve overtime-exempt employees are employee accrual of exchange time for extraordinary and excessive hours worked. Exchange time may be accrued at straight time to a maximum of eighty (80) hours. When an employee accrues forty (40) hours of exchange time, the employee and the Employer will develop a plan for the employee to use the accrued exchange time in the next ninety (90) days. Employees may request to use exchange time in lieu of sick leave and vacation leave. Exchange time has no cash value and cannot authorized to receive any form of overtime compensation, formal or informalbe transferred between agencies. 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. F. 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. 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 workuniversity. 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 his or her designee may approve overtime 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. 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 workagency. The Employer’s policy for all overtime-exempt employees is as follows: A. The Employer determines the products, services, and standards 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 Employees will notify their supervisors when they adjust their work hours to accommodate the appropriate balance between extended work time and offsetting time off. Where such flexibility does not authorized to receive any form occur or does not achieve the appropriate balance, and with approval of overtime compensation, formal or informal. E. The the appointing authority or their designee may approve overtime exempt employee absences with pay for extraordinary or excessive hours workeddesignee, without charging leave. F. If they give notification and receive the Employer’s concurrence, overtime-overtime- exempt employees may alter their work hours. Employees are responsible accrue exchange time for keeping management apprised working in excess 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.forty-five

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 workAgency. The Employer’s policy for all overtime-exempt employees is as follows: A. The Employer determines the products, services, and standards 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. OvertimeEmployees will notify their supervisors when they 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 approval of the Appointing Authority or designee, overtime-exempt employees are may accrue exchange time for working in excess of forty-five (45) hours in a workweek. Such approval will not authorized be arbitrarily withheld. Exchange time may be accrued at straight time to receive any form a maximum of overtime compensation, formal one hundred twenty (120) hours. Exchange time has no cash value and cannot be transferred between facilities or informalother agencies. 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. F. 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.