Common use of Non-Exempt Employee Clause in Contracts

Non-Exempt Employee. A non-exempt employee is an employee who, because of the type of duties performed, the usual level of decision making authority, and the method of compensation, is subject to the provisions of the Fair Labor Standards Act. Nonexempt employees are generally required to account for all hours worked and must be compensated at not less than time-and-one half at the regular rate for all hours worked over 40 in one FLSA workweek. APPROVAL: Scheduling of a 9/80 Work Schedule including the selection of the work days, work times, and the FDO, shall be done by management based on business needs, subject to the requirements of the applicable M.O.U. and/or sideletter governing the 9/80 Work Schedule. CITY OF SANTA XXXXXXX ADMINISTRATIVE Policy No. TBA POLICIES: 9/80 WORK SCHEDULE POLICY Issued by: Xxxxxxx Xxxxxx, Human Resources Manager Adopted: 5/8/2007 Updated The City and the Union agree that under certain circumstances, alternative work schedules (9/80, 4/10, and/or modified starting or ending times) may be beneficial to both employees and the City. Employees may request , upon their own initiative, consideration of an alternate schedule and/or FDO based on childcare, alternative commute, school, or other personal issues through the FlexWork Policy or Childcare Personnel Policies. [For General, Treatment and Patrol, and Hourly bargaining unit members: When a change to or from a standard 9/80 work schedule is made at the City’s initiative, the City will make every reasonable effort to give the affected employee 30 calendar days notice and the opportunity to apply for accommodation under these policies. All such requests will be considered in good faith, and will not be denied for arbitrary or capricious reasons.]

Non-Exempt Employee. A non-exempt employee is an employee who, because of the type of duties performed, the usual level of decision making authority, and the method of compensation, is subject to the provisions of the Fair Labor Standards Act. Nonexempt employees are generally required to account for all hours worked and must be compensated at not less than time-and-one half at the regular rate for all hours worked over 40 in one FLSA workweek. APPROVAL: Scheduling of a 9/80 Work Schedule including the selection of the work days, work times, and the FDO, shall be done by management based on business needs, subject to the requirements of the applicable M.O.U. and/or sideletter governing the 9/80 Work Schedule. CITY OF SANTA XXXXXXX ADMINISTRATIVE Policy No. TBA POLICIES: 9/80 WORK SCHEDULE POLICY Issued by: Xxxxxxx Xxxxxx, Human Resources Manager Adopted: 5/8/2007 Updated The City and the Union agree that under certain circumstances, alternative work schedules (9/80, 4/10, and/or modified starting or ending times) may be beneficial to both employees and the City. Employees may request , upon their own initiative, consideration of an alternate schedule and/or FDO based on childcare, alternative commute, school, or other personal issues through the FlexWork Policy or Childcare Personnel Policies. [For GeneralCITY OF SANTA XXXXXXX ADMINISTRATIVE Policy No. TBA POLICIES: 9/80 WORK SCHEDULE POLICY Issued by: Xxxxxxx Xxxxxx, Treatment and Patrol, and Hourly bargaining unit membersHuman Resources Manager Adopted: When a change to or from a standard 9/80 work schedule is made at the City’s initiative, the City will make every reasonable effort to give the affected employee 30 calendar days notice and the opportunity to apply for accommodation under these policies. All such requests will be considered in good faith, and will not be denied for arbitrary or capricious reasons.]5/8/2007 Updated CHANGES TO SCHEDULE LIMITED:

Non-Exempt Employee. A non-exempt employee is an employee who, because of the type of duties performed, the usual level of decision making authority, and the method of compensation, is subject to the provisions of the Fair Labor Standards Act. Nonexempt employees are generally required to account for all hours worked and must be compensated at not less than time-and-one half at the regular rate for all hours worked over 40 in one FLSA workweek. APPROVAL: Scheduling of a 9/80 Work Schedule including the selection of the work days, work times, and the FDO, shall be done by management based on business needs, subject to the requirements of the applicable M.O.U. and/or sideletter governing the 9/80 Work Schedule. CITY OF SANTA XXXXXXX ADMINISTRATIVE Policy No. TBA POLICIES: 9/80 WORK SCHEDULE POLICY Issued by: Xxxxxxx Xxxxxx, Human Resources Manager Adopted: 5/8/2007 Updated The City and the Union Unit agree that under certain circumstances, alternative work schedules (9/80, 4/10, and/or modified starting or ending times) may be beneficial to both employees and the City. Employees may request , upon their own initiative, consideration of an alternate schedule and/or FDO based on childcare, alternative commute, school, or other personal issues through the FlexWork Policy or Childcare Personnel Policies. [For GeneralCITY OF SANTA XXXXXXX ADMINISTRATIVE POLICIES: Policy No. TBA 9/80 WORK SCHEDULE POLICY Issued by: Xxxxxxx Xxxxxx, Treatment and Patrol, and Hourly bargaining unit membersHuman Resources Manager Adopted: When a change to or from a standard 9/80 work schedule is made at the City’s initiative, the City will make every reasonable effort to give the affected employee 30 calendar days notice and the opportunity to apply for accommodation under these policies. All such requests will be considered in good faith, and will not be denied for arbitrary or capricious reasons.]5/8/2007 Updated

Non-Exempt Employee. A non-exempt employee is an employee who, because of the type of duties performed, the usual level of decision making authority, and the method of compensation, is subject to the provisions of the Fair Labor Standards Act. Nonexempt employees are generally required to account for all hours worked and must be compensated at not less than time-and-one half at the regular rate for all hours worked over 40 in one FLSA workweek. APPROVAL: Scheduling of a 9/80 Work Schedule including the selection of the work days, work times, and the FDO, shall be done by management based on business needs, subject to the requirements of the applicable M.O.U. and/or sideletter governing the 9/80 Work Schedule. CITY OF SANTA XXXXXXX ADMINISTRATIVE Policy No. TBA POLICIES: 9/80 WORK SCHEDULE POLICY Issued by: Xxxxxxx Xxxxxx, Human Resources Manager Adopted: 5/8/2007 Updated The City and the Union agree that under certain circumstances, alternative work schedules (9/80, 4/10, and/or modified starting or ending times) may be beneficial to both employees and the City. Employees may request , upon their own initiative, consideration of an alternate schedule and/or FDO based on childcare, alternative commute, school, or other personal issues through the FlexWork Policy or Childcare Personnel Policies. [For GeneralCITY OF SANTA XXXXXXX ADMINISTRATIVE Policy No. TBA POLICIES: 9/80 WORK SCHEDULE POLICY Issued by: Xxxxxxx Xxxxxx, Treatment and Patrol, and Hourly bargaining unit membersHuman Resources Manager Adopted: When a change to or from a standard 9/80 work schedule is made at the City’s initiative, the City will make every reasonable effort to give the affected employee 30 calendar days notice and the opportunity to apply for accommodation under these policies. All such requests will be considered in good faith, and will not be denied for arbitrary or capricious reasons.]5/8/2007 Updated