Workday, Workweek and Fair Labor Standards Compliance (FLSA Sample Clauses

Workday, Workweek and Fair Labor Standards Compliance (FLSA. 1. Custodial employees shall be scheduled for a seven (7) or eight (8) hour workday, exclusive of a 30-minute duty-free lunch, but inclusive of two (2) 15-minute breaks. Part-time custodial employees shall work the number of hours each day, less than seven (7), established by the principal or building supervisor in consultation with the Supervisor of Maintenance and Custodial Services. Part-time custodians who work at least six (6) hours per day shall be given a lunch break of at least 30 minutes, exclusive of their six (6) work hours, but inclusive of two (2) 15-minute breaks. Custodians who work less than six (6) hours per day shall receive one (1) 15-minute break, inclusive of work time. 2. The total number of regular hours worked by custodial employees shall not exceed 40 hours in any single workweek without the express permission of the Superintendent or designee. Any employee who believes or asserts that he or she is being required to work in excess of 40 hours in a single workweek shall report this directly to his or her principal or building supervisor or Supervisor of Maintenance and Custodial Services and/or to the Department of Human Resources. 3. In order to assure FLSA compliance, custodial employees shall be required to sign in to work and sign out of work by electronic or mechanical means established by the Board. Signing in and out in this manner shall also apply in cases where custodial employees receive a lunch break. Signing in and signing out will not be required for 15-minute breaks. 4. Any hours worked by a custodial employee in excess of 40 in a single workweek shall be compensated in accordance with the FLSA by paying the custodial employee 1.5 x his or her regular rate, or, alternatively, by giving the employee compensatory time-off equal to 1.5 hours for each hour worked in excess of 40. The employee shall decide whether to compensate his overtime with extra pay or with compensatory time off. Note: this decision can only be changed annually. 5. The parties understand and agree that the salary paid to full-time custodial employees is based on a 40-hour week. Although they will be scheduled for a 35-hour week, there may be occasions when a custodial employee remains at work longer than his or her scheduled hours for a given day, in which case additional compensation need not be paid in order to comply with the FLSA. PROVISIONS APPLICABLE TO FOOD SERVICE EMPLOYEES
Sample 1
AutoNDA by SimpleDocs
Workday, Workweek and Fair Labor Standards Compliance (FLSA. 1. Full-time food service employees shall be scheduled for a seven (7) hour workday, exclusive of a 30-minute duty-free lunch, but inclusive of two (2) 15-minute breaks. Part-time food service employees shall work the schedule established by the principal in connection with the Supervisor of School Food Services. Food service employees who work at least six (6) hours per day shall be given a duty-free lunch break of at least 30 minutes, not included in work time, but inclusive of two (2) 15-minute breaks. Food service employees who work less than six (6) hours per day shall receive one (1) 15-minute break. 2. The total number of regular hours worked by school food service employees shall not exceed 40 hours in any single workweek without the express permission of the Superintendent or designee. Any employee who believes or asserts that he or she is being required to work in excess of 40 hours in a single workweek shall report this directly to his or her principal or Supervisor of School Food Services and/or to the Department of Human Resources. 3. In order to assure FLSA compliance, food service employees shall be required to sign in to work and sign out of work by electronic or mechanical means established by the Board. Signing in and out in this manner shall also apply in cases where food service employees receive a lunch break. Signing in and signing out will not be required for 15-minute breaks. 4. Any hours worked by a food service employee in excess of 40 in a single workweek shall be compensated in accordance with the FLSA by paying the food service employee 1.5 x his or her regular rate, or, alternatively, by giving the employee compensatory time-off equal to 1.5 hours for each hour worked in excess of 40. The employee shall decide whether to compensate his overtime with extra pay or with compensatory time off. NOTE: This decision can only be changed annually. 5. The parties understand and agree that the salary paid to full-time food service employees is based on a 40-hour week. Although they will be scheduled for a 35-hour week, there may be occasions when a food service employee remains at work longer than his or her scheduled hours for a given day, in which case additional compensation need not be paid in order to comply with the FLSA. PROVISIONS APPLICABLE TO MAINTENANCE EMPLOYEES
Sample 1
Workday, Workweek and Fair Labor Standards Compliance (FLSA. 1. Maintenance employees shall work eight (8) hours per day, inclusive of two (2) 15-minute breaks and exclusive of a 30-minute duty-free lunch break. 2. The Supervisor of Custodial and Maintenance Services shall establish the work schedules for all maintenance employees. 3. The total number of regular hours worked by a maintenance employee shall not exceed 40 hours in any single workweek without the express permission of the Superintendent or Associate Superintendent. Any maintenance employee who believes or asserts that he or she is being required to work in excess of 40 hours in a single workweek shall report this directly to his supervisor and/or to the Department of Human Resources. 4. In order to assure FLSA compliance, maintenance employees shall be required to clock in to work and clock out of work by electronic or mechanical means established by the Board. Clocking in and out in this manner shall also apply in cases where maintenance employees take their lunch break. Clocking in and clocking out will not be required for 15-minute breaks. 5. Any hours worked by maintenance employees in excess of 40 in a single workweek shall be compensated in accordance with the FLSA by paying the employee 1.5 x his or her regular rate, or, alternatively, by giving the employee compensatory time- off equal to 1.5 hours for each hour worked in excess of 40. The employee shall decide whether to compensate his overtime with extra pay or with compensatory time off. NOTE: This decision can only be changed annually. PROVISIONS APPLICABLE TO PARAPROFESSIONALS
Sample 1
Workday, Workweek and Fair Labor Standards Compliance (FLSA. Secretaries and clerks shall be scheduled for a seven (7) hour workday, inclusive of two (2) 15- minute breaks, but exclusive of a 30-minute duty-free lunch. Part-time secretaries and clerks shall work the schedule established by their principals or supervisors and shall receive one (1) 15-minute break.
Sample 1

Related to Workday, Workweek and Fair Labor Standards Compliance (FLSA

  • FAIR LABOR STANDARDS The Contractor shall comply with all applicable provisions of the Federal Fair Labor Standards Act and shall indemnify, defend, and hold harmless the County and its agents, officers, and employees from any and all liability, including, but not limited to, wages, overtime pay, liquidated damages, penalties, court costs, and attorneys' fees arising under any wage and hour law, including, but not limited to, the Federal Fair Labor Standards Act, for work performed by the Contractor’s employees for which the County may be found jointly or solely liable.

  • FAIR LABOR STANDARDS ACT 314. To the extent that the Agreement fails to afford employees the overtime or compensatory time off benefits to which they are entitled under the Fair Labor Standards Act, the Agreement is amended to authorize and direct all City Departments to ensure that their employees receive, at a minimum, such Fair Labor Standards Act Benefits.

  • Labor Compliance Contractor shall perform the Work of the Project while complying with all the applicable regulations, including section 16000, et seq., of Title 8 of the California Code of Regulations and is subject to labor compliance monitoring and enforcement by the Department of Industrial Relations.

  • Contractor Standards Contractor shall comply with Contractor Standards provisions codified in the SDMC. Contractor understands and agrees that violation of Contractor Standards may be considered a material breach of the Contract and may result in Contract termination, debarment, and other sanctions.

  • Contract Work Hours and Safety Standards Act The following clauses apply to any Federal-aid construction contract in an amount in excess of $100,000 and subject to the overtime provisions of the Contract Work Hours and Safety Standards Act. These clauses shall be inserted in addition to the clauses required by 29 CFR 5.5(a) or 29 CFR 4.6. As used in this paragraph, the terms laborers and mechanics include watchmen and guards.

  • Labor Standards The Subrecipient agrees to comply with the requirements of the Secretary of Labor in accordance with the Xxxxx-Xxxxx Act as amended, the provisions of Contract Work Hours and Safety Standards Act (40 U.S.C. 327 et seq.) and all other applicable Federal, state and local laws and regulations pertaining to labor standards insofar as those acts apply to the performance of this Agreement. The Subrecipient agrees to comply with the Xxxxxxxx Anti-Kick Back Act (18 U.S.C. 874 et seq.) and its implementing regulations of the U.S. Department of Labor at 29 CFR Part 5. The Subrecipient shall maintain documentation that demonstrates compliance with hour and wage requirements of this part. Such documentation shall be made available to the Grantee for review upon request. The Subrecipient agrees that, except with respect to the rehabilitation or construction of residential property containing less than eight (8) units, all contractors engaged under contracts in excess of $2,000.00 for construction, renovation or repair work financed in whole or in part with assistance provided under this contract, shall comply with Federal requirements adopted by the Grantee pertaining to such contracts and with the applicable requirements of the regulations of the Department of Labor, under 29 CFR Parts 1, 3, 5 and 7 governing the payment of wages and ratio of apprentices and trainees to journey workers; provided that, if wage rates higher than those required under the regulations are imposed by state or local law, nothing hereunder is intended to relieve the Subrecipient of its obligation, if any, to require payment of the higher wage. The Subrecipient shall cause or require to be inserted in full, in all such contracts subject to such regulations, provisions meeting the requirements of this paragraph.

  • Unfair Labor Practices The Grantee shall comply with the Employers Engaging in Unfair Labor Practices Act, 1980 PA 278, as amended, MCL 423.321 et seq.

  • MINIMUM WAGE LAWS 35 A. Pursuant to the United States of America Fair Labor Standards Act of 1938, as amended, and 36 State of California Labor Code, §1178.5, CONTRACTOR shall pay no less than the greater of the 37 federal or California Minimum Wage to all its employees that directly or indirectly provide services 1 pursuant to this Agreement, in any manner whatsoever. CONTRACTOR shall require and verify that 2 all its contractors or other persons providing services pursuant to this Agreement on behalf of 3 CONTRACTOR also pay their employees no less than the greater of the federal or California Minimum 4 Wage.

  • Family and Medical Leave Act (FMLA In accordance with the Family and Medical Leave Act (FMLA) of 1993, the Board will grant a leave of absence for one or more of the following: 1. Because of the birth of a son or daughter of the employee, and in order to care for such son or daughter; 2. Because of the placement of a son or daughter with the employee for adoption or xxxxxx care; 3. To care for the employee's spouse, son or daughter, or par- ent, in laws or members of blended families or other per- sons in a similar relationship that live in the family house- hold or are in a similar family relationship who has a serious health condition; or, 4. The employee is unable to perform the essential job func- tions because of a serious health condition. As of February 2008, an employee who is the spouse, son, daughter, parent or the next of kin of a covered service mem- ber can take up to 26 weeks of FMLA leave during a single twelve (12) month period to care for the injured service mem- ber. The same eligibility requirements apply for employees requesting a leave under this category. Regulations as estab- lished by the Department of Labor will be followed when granting leaves under this provision. FMLA leaves are only available to employees who have been employed by the District for at least twelve (12) months and have worked 1,250 hours during the previous twelve (12) month period. Such leaves are counted against an employee's annual FMLA leave entitlement. Under the FMLA, an employee is eligible for a total of twelve (12) work weeks of leave in a twelve (12) month period. This twelve (12) month period is measured back from the date a requested leave is to begin. Continuation of medical, optical and dental benefits and the right to job restoration ceases when an employee has used twelve (12) work weeks of FMLA leave in the twelve (12) month period. (See Section B, Medical Leave of Absence). An employee requesting a FMLA leave must provide the Xxxxx- xxxx Superintendent of Human Resources at least thirty (30) days advance notice of when the leave is to begin. If such no- xxxx is not practicable, then notice is to be provided as soon as practicable. When a leave denoted as (1) or (2) above is granted, the leave must be taken in one (1) continuous increment, and must be concluded within twelve (12) months of the date of birth or placement. Employees granted such leave must utilize accu- mulated vacation days and accumulated personal business days (in that order), after which time the leave is unpaid. When a leave denoted as (3) above is granted, the employee must utilize accumulated sick leave time, accumulated vacation days, and accumulated personal business days (in that order), after which time the leave is unpaid. When a leave denoted as (4) above is granted, the employee must utilize accumulated sick leave days and accumulated per- xxxxx business days (in that order), after which time the leave is unpaid. After these days have been used and if more sick time is needed, the employee may choose to use accumulated vacation time. When additional time is needed during the 90 calendar day (13 week) LTD elimination period, the employee may use available vacation days. If the employee has pur- chased and is filing for short term disability, vacation days may be used during the 14 day elimination period. Vacation days cannot be used once the short term disability coverage starts. Leaves denoted as (3) or (4) above must be supported by med- ical certification from a health care provider stating (1) the date on which the serious health condition commenced, (2) the probable duration of the condition, (3) the appropriate medical facts, and (4) a statement that the employee is unable to per- form the essential functions of his/her position, or that the em- ployee is needed to care for the person. The District reserves the right to require the employee to obtain the opinion of a sec- ond health care provider designated or approved by the District concerning any information within the medical certification. When a FMLA leave denoted as (1) or (2) above is granted to spouses who are both employed by the District, the total amount of time on leave (in total for both employees) cannot exceed twelve (12) weeks of FMLA time. At the expiration of a medical leave or if the employee wishes to return to work before completion of the leave, there must be a physician's certification confirming his/her fitness to return to work. The District may condition the employee's return to work upon a fitness for duty examination and approval by a health care provider designated by the District. The District will continue to provide an employee's medical, optical and dental insurance while he/she is on a FMLA leave for a period of up to twelve (12) weeks on the same terms and conditions as prior to the leave. An employee on a FMLA leave shall not engage in any outside or supplemental employment. The District may recover insurance premiums paid while an employee was on an unpaid FMLA leave if: 1. The employee fails to return to work for at least thirty (30) days after the expiration of the leave; and 2. The failure to return is for a reason other than a serious health condition, or other circumstances beyond the control of the employee. Certification from the health care provider may be required for this purpose. An employee returning from a FMLA leave will be restored to the position he/she left, or to an equivalent position with equiv- alent benefits, pay and other terms and conditions of employ- ment. If the employee has not satisfactorily completed the probation- ary period at the commencement of a FMLA leave, then upon cessation of the leave, the employee must work the days need- ed to complete the probationary period.

  • CONTRACT WORK HOURS AND SAFETY STANDARDS As per the Contract Work Hours and Safety Standards Act (40 U.S.C. 3701-3708), where applicable, all Customer Purchase Orders in excess of ,000 that involve the employment of mechanics or laborers must include a provision for compliance with 40 U.S.C. 3702 and 3704, as supplemented by Department of Labor regulations (29 CFR Part 5). Under 40 U.S.C. 3702 of the Act, each contractor must be required to compute the wages of every mechanic and laborer on the basis of a standard work week of 40 hours. Work in excess of the standard work week is permissible provided that the worker is compensated at a rate of not less than one and a half times the basic rate of pay for all hours worked in excess of 40 hours in the work week. The requirements of 40 U.S.C. 3704 are applicable to construction work and provide that no laborer or mechanic must be required to work in surroundings or under working conditions which are unsanitary, hazardous or dangerous. These requirements do not apply to the purchases of supplies or materials or articles ordinarily available on the open market, or contracts for transportation or transmission of intelligence.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!