Wage and Hour. The City has elected to utilize the 207(K) (also referred to as “7(K)”) option for all or some certified law enforcement employees. Members are required to submit accurate and complete time entries on forms, or a platform provided by the City. Time entries shall cover a 14-day period and shall include time in and out each day. Falsification of these records shall be cause for discipline up to and including termination.
1. For record purposes, a workweek shall begin at 0001 each Saturday and end at 2400 hours the following Friday. An assigned work schedule is defined as the schedule an officer is assigned to work and expected to be present for barring an exigent operational or personal circumstance that would require the need for schedule alteration, flexing, overtime, call out, etc.
2. A normal workday is defined as the hours an officer works pursuant to their assigned work schedule. A pay period is defined as a 14-day period of 80-hours that coincides with the City’s established payroll calendar, in accordance with the FLSA 207(k) option applicable to certified, law enforcement officers.
3. All hours worked shall be rounded to the nearest quarter of an hour, as follows: 0-7 00 .00 8-22 15 .25 23-37 30 .50 38-52 45 .75 53-60 60 1.00
4. Overtime is defined as all hours worked in excess of the Member’s normal workday. Unless otherwise provided for in this Article, overtime is paid in accordance with Paragraph 3, above. In the event a member utilizes leave of any type to account for absence during their normal workday and they are mandated to report for duty for any reason during the hours in which they are utilizing accrued leave, overtime hours cannot be earned. Additionally, overtime may not be earned for any off-shift detail worked during a member’s normal workday without the consent of the Chief of Police or designee.
5. For members who are designated on-call by the Chief of Police or their designee, each incident of call-out to perform an on-call activity outside of that Member’s normal workday will result in the Member being credited with a minimum of three (3) hours of overtime or compensatory time, provided the member was not on-duty at the point in which the call-out occurred.
6. If a member complies with a subpoena that requires the member to appear either for deposition or in court to give testimony concerning an incident which was related or initiated directly as a result of the member's employment with the Department, that member shall be credit...
Wage and Hour. At its sole cost and expense, Subcontractor shall comply with the provisions of all applicable labor agreements, wage and hour rules, and certified cost reporting that apply to the Project Site or Services performed under this Subcontract.
Wage and Hour. If the cost of this Contract, including all change orders, exceeds one hundred thousand dollars ($100,000.00) all contractors and subcontractors must compute wages based on a standard workweek of 40 hours, and work in excess of 40 hours must be paid at a rate not less than one and one-half times the basic rate of pay in compliance with 40 U.S.C. 3701 et seq. and 29 C.F.R. Part 5. Compliance is required of all contractors and subcontractors.
Wage and Hour. It is a violation of law and Wal-Mart policy for you to work without compensation or for a supervisor (hourly or salaried) to request that you work without compensation. You should never perform any work for Wal-Mart without compensation.
Wage and Hour. We are a defendant in a number of lawsuits filed in federal or California state courts containing various class-action allegations under federal or California wage-and-hour laws. The plaintiffs in these lawsuits are employees of FedEx operating companies who allege, among other things, that they were forced to work “off the clock” and were not provided work breaks or other benefits. The plaintiffs generally seek unspecified monetary damages, injunctive relief, or both. To date, one of these wage-and-hour cases, Xxxxxx v. FedEx Express, has been certified as a class action. The plaintiffs represent a class of hourly FedEx Express employees in California from October 14, 1998 to present. The plaintiffs allege that hourly employees are routinely required to work “off the clock” and are not paid for this additional work. The court issued a ruling on December 13, 2004 granting class certification on all issues.
Wage and Hour. The following policies are being promulgated in compliance with the Fair Labor Standards Act (FLSA) and shall apply to all employees covered by the Fair Labor Standards Act as amended from time to time. ELIGIBILITY All employees covered by the FLSA are designated as eligible regular nonexempt employees or 207(K) nonexempt as assigned.
Wage and Hour
