Common use of Regular Rates of Pay and Overtime Calculations Clause in Contracts

Regular Rates of Pay and Overtime Calculations. a. Compensatory time used will not be included in the calculation of hours worked for the purpose of reaching overtime thresholds; b. Approved sick, bereavement, jury duty, paid holidays, and accrued vacation leaves from work will be included in the calculation of hours worked for the purpose of reaching daily and weekly overtime thresholds; c. Employees may replace compensatory time used with accrued vacation time to meet the weekly overtime threshold. An employee may not use this provision to accrue or increase a negative balance of vacation time. This replacement must be done within the payroll period in which the overtime is worked; d. Hourly premiums, shift differentials, hazard pay, longevity and any other negotiated pay benefits will be included in the calculation of the employee’s “regular rate of pay;” e. All eligible paid leave time is eligible for overtime earnings when the total paid hours within a work week exceeds forty (40) hours, regardless of the sequential order of the applied leave; f. The Employer shall calculate the regular rate of pay for overtime payments in accordance with the U.S. Department of Labor’s guidance on the FLSA;

Regular Rates of Pay and Overtime Calculations. a. Compensatory time used will not be included in the calculation of hours worked for the purpose of reaching overtime thresholds; b. Approved sick, bereavement, jury duty, paid holidays, and accrued vacation leaves from work will be included in the calculation of hours worked for the purpose of reaching daily and or weekly overtime thresholds; c. Employees may replace compensatory time used with accrued vacation time to meet the weekly overtime threshold. An employee may not use this provision to accrue or increase a negative balance of vacation time. This replacement must be done within the payroll period in which the overtime is worked; d. Hourly premiums, shift differentials, hazard pay, longevity and any other negotiated pay benefits will be included in the calculation of the employee’s “regular rate of pay”;” e. All paid time and eligible paid leave time time, as defined in this provision, is eligible for overtime earnings when the total paid hours within a work week exceeds forty (40) hours, regardless of the sequential order of the applied leave; f. The Employer shall calculate the regular rate of pay for overtime payments in accordance with the U.S. Department of Labor’s guidance on the FLSA;

Regular Rates of Pay and Overtime Calculations. a. 1. Compensatory time used will not be included in the calculation of hours worked for the purpose of reaching overtime thresholds; b. 2. Approved sick, bereavement, jury duty, paid holidays, and accrued vacation leaves from work will be included in the calculation of hours worked for the purpose of reaching daily and or weekly overtime thresholds; c. 3. Employees may replace compensatory time used with accrued vacation time to meet the weekly overtime threshold. An employee may not use this provision to accrue or increase a negative balance of vacation time. This replacement must be done within the payroll period in which the overtime is worked; d. 4. Hourly premiums, shift differentials, hazard pay, longevity and any other negotiated pay benefits will be included in the calculation of the employee’s “regular rate of pay”;” e. 5. All eligible paid leave time time, as defined in this provision, is eligible for overtime earnings when the total paid hours within a work week exceeds forty (40) hours, regardless of the sequential order of the applied leave; f. 6. The Employer shall calculate the regular rate of pay for overtime payments in accordance with the U.S. Department of Labor’s guidance on the FLSA;

Regular Rates of Pay and Overtime Calculations. a. Compensatory time used will not be included in the calculation of hours worked for the purpose of reaching overtime thresholds; b. Approved sick, bereavement, jury duty, paid holidays, and accrued vacation leaves from work will be included in the calculation of hours worked for the purpose of reaching daily and or weekly overtime thresholds; c. Employees may replace compensatory time used with accrued vacation time to meet the weekly overtime threshold. An employee may not use this provision to accrue or increase a negative balance of vacation time. This replacement must be done within the payroll period in which the overtime is worked; d. Hourly premiums, shift differentials, hazard pay, longevity and any other negotiated pay benefits will be included in the calculation of the employee’s “regular rate of pay”;” e. All eligible paid leave time is eligible for overtime earnings when the total paid hours within a work week exceeds forty (40) hours, regardless of the sequential order of the applied leave; f. The Employer shall calculate the regular rate of pay for overtime payments in accordance with the U.S. Department of Labor’s guidance on the FLSA;

Regular Rates of Pay and Overtime Calculations. a. Compensatory time used will not be included in the calculation of hours worked for the purpose of reaching overtime thresholds; b. Approved sick, bereavement, jury duty, paid holidays, and accrued vacation leaves from work will be included in the calculation of hours worked for the purpose of reaching daily and or weekly overtime thresholds; c. Employees may replace compensatory time used with accrued vacation time to meet the weekly overtime threshold. An employee may not use this provision to accrue or increase a negative balance of vacation time. This replacement must be done within the payroll period in which the overtime is worked; d. Hourly premiums, shift differentials, hazard pay, longevity and any other negotiated pay benefits will be included in the calculation of the employee’s “regular rate of pay”;” e. All paid time and eligible paid leave time time, as defined in this provision, is eligible for overtime earnings when the total paid hours within a work week workweek exceeds forty (40) hours, regardless of the sequential order of the applied leave; f. The Employer shall calculate the regular rate of pay for overtime payments in accordance with the U.S. Department of Labor’s guidance on the FLSA;

Regular Rates of Pay and Overtime Calculations. a. Compensatory time used will not be included in the calculation of hours worked for the purpose of reaching overtime thresholds; b. Approved sicksick , bereavement, jury duty, paid holidays, and accrued vacation leaves from work will be included in the calculation of hours worked for the purpose of reaching daily and or weekly overtime thresholds; c. Employees may replace compensatory time used with accrued vacation time to meet the weekly overtime threshold. An employee may not use this provision to accrue or increase a negative balance of vacation time. This replacement must be done within the payroll period in which the overtime is worked; d. Hourly premiums, shift differentials, hazard pay, longevity and any other negotiated pay benefits will be included in the calculation of the employee’s “regular rate of pay”;” e. All eligible paid leave time is eligible for overtime earnings when the total paid hours within a work week exceeds forty (40) hours, regardless of the sequential order of the applied leave; f. The Employer shall calculate the regular rate of pay for overtime payments in accordance with the U.S. Department of Labor’s guidance on the FLSA;

Regular Rates of Pay and Overtime Calculations. ‌ a. Compensatory time used will not be included in the calculation of hours worked for the purpose of reaching overtime thresholds; b. Approved sick, bereavement, jury duty, paid holidays, and accrued vacation leaves from work will be included in the calculation of hours worked for the purpose of reaching daily and or weekly overtime thresholds; c. Employees may replace compensatory time used with accrued vacation time to meet the weekly overtime threshold. An employee may not use this provision to accrue or increase a negative balance of vacation time. This replacement must be done within the payroll period in which the overtime is worked; d. Hourly premiums, shift differentials, hazard pay, longevity and any other negotiated pay benefits will be included in the calculation of the employee’s “regular rate of pay”;” e. All paid time and eligible paid leave time time, as defined in this provision, is eligible for overtime earnings when the total paid hours within a work week exceeds forty (40) hours, regardless of the sequential order of the applied leave; f. The Employer shall calculate the regular rate of pay for overtime payments in accordance with the U.S. Department of Labor’s guidance on the FLSA;

Regular Rates of Pay and Overtime Calculations. ‌ a. Compensatory time used will not be included in the calculation of hours worked for the purpose of reaching overtime thresholds; b. Approved sick, bereavement, jury duty, paid holidays, and accrued vacation leaves from work will be included in the calculation of hours worked for the purpose of reaching daily and weekly overtime thresholds; c. Employees may replace compensatory time used with accrued vacation time to meet the weekly overtime threshold. An employee may not use this provision to accrue or increase a negative balance of vacation time. This replacement must be done within the payroll period in which the overtime is worked; d. Hourly premiums, shift differentials, hazard pay, longevity and any other negotiated pay benefits will be included in the calculation of the employee’s “regular rate of pay;” e. All eligible paid leave time is eligible for overtime earnings when the total paid hours within a work week exceeds forty (40) hours, regardless of the sequential order of the applied leave; f. The Employer shall calculate the regular rate of pay for overtime payments in accordance with the U.S. Department of Labor’s guidance on the FLSA;

Regular Rates of Pay and Overtime Calculations. a. 1. Compensatory time used will not be included in the calculation of hours worked for the purpose of reaching overtime thresholds; b. 2. Approved sicksick , bereavement, jury duty, paid holidays, and accrued vacation leaves from work will be included in the calculation of hours worked for the purpose of reaching daily and or weekly overtime thresholds; c. 3. Employees may replace compensatory time used with accrued vacation time to meet the weekly overtime threshold. An employee may not use this provision to accrue or increase a negative balance of vacation time. This replacement must be done within the payroll period in which the overtime is worked; d. 4. Hourly premiums, shift differentials, hazard pay, longevity and any other negotiated pay benefits will be included in the calculation of the employee’s “regular rate of pay”;” e. 5. All eligible paid leave time time, as defined in this provision, is eligible for overtime earnings when the total paid hours within a work week exceeds forty (40) hours, regardless of the sequential order of the applied leave; f. 6. The Employer shall calculate the regular rate of pay for overtime payments in accordance with the U.S. Department of Labor’s guidance on the FLSA;

Regular Rates of Pay and Overtime Calculations. a. Compensatory time used will not be included in the calculation of hours worked for the purpose of reaching overtime thresholds; b. Approved sick, bereavement, jury duty, paid holidays, and accrued vacation leaves from work will be included in the calculation of hours worked for the purpose of reaching daily and weekly overtime thresholds; c. Employees may replace compensatory time used with accrued vacation time to meet the weekly overtime threshold. An employee may not use this provision to accrue or increase a negative balance of vacation time. This replacement must be done within the payroll period in which the overtime is worked; d. Hourly premiums, shift differentials, hazard pay, longevity and any other negotiated pay benefits will be included in the calculation of the employee’s “regular rate of pay;” e. All eligible paid leave time is eligible for overtime earnings when the total paid hours within a work week workweek exceeds forty (40) hours, regardless of the sequential order of the applied leave; f. The Employer shall calculate the regular rate of pay for overtime payments in accordance with the U.S. Department of Labor’s guidance on the FLSA;