Non-Exempt Employees. Non-exempt employees shall not be paid for the period of the closure. However, employees shall be allowed to use accrued vacation, compensatory time off, personal leave or approved leave without pay for the absence(s). A non-exempt employee arriving at work after the Employer/Agency has announced a closure or curtailment of operations may be directed to leave work and if so directed shall not be paid for the remainder of the shift unless utilizing accrued leave as described above. An employee who actually begins work shall be entitled to pay for all actual hours worked.
Non-Exempt Employees. Employees declared to be non-exempt by the Employer or the United States Department of Labor shall be governed by this section.
Non-Exempt Employees. No Option or SAR, whether or not vested, granted to an Employee who is a non-exempt employee for purposes of the Fair Labor Standards Act of 1938, as amended, will be first exercisable for any shares of Common Stock until at least six months following the date of grant of such Award. Notwithstanding the foregoing, in accordance with the provisions of the Worker Economic Opportunity Act, any vested portion of such Award may be exercised earlier than six months following the date of grant of such Award in the event of (i) such Participant’s death or Disability, (ii) a Corporate Transaction in which such Award is not assumed, continued or substituted, (iii) a Change in Control, or (iv) such Participant’s retirement (as such term may be defined in the Award Agreement or another applicable agreement or, in the absence of any such definition, in accordance with the Company’s then current employment policies and guidelines). This Section 4(j) is intended to operate so that any income derived by a non-exempt employee in connection with the exercise or vesting of an Option or SAR will be exempt from his or her regular rate of pay.
Non-Exempt Employees. If employees who regularly work half time or more per week, are absent due to illness, such absences shall be charged against their accumulated accrual of sick leave. Sick leave pay benefits shall be accrued by eligible employees at the rate of twelve (12) days per calendar year worked and shall be calculated on a direct proportion basis for the assignment.
Non-Exempt Employees. All payrolls shall be calculated on a biweekly basis and employees shall normally be paid every other Friday.
Non-Exempt Employees. The District shall follow the non-exempt guidelines of the Fair Labor Standards Act (FLSA) for the job classifications which are included in the LRCEA unit.
Non-Exempt Employees. Under provisions of the Fair Labor Standards Act, unit members not exempted from payment of overtime wages must be compensated for overtime hours worked. Compensatory time off shall be provided for overtime hours, in lieu of payment, to the extent possible, as follows:
Non-Exempt Employees. The County will pay overtime for all hours worked in excess of forty (40) in one week. "Hours worked" will be calculated as provided for by the Fair Labor Standards Act, 29 U.S.C. §201, et seq. Hours worked do not include time for which persons are compensated but do not actually work, including but not limited to, sick leave and vacation pay, with the exception that those hours paid during a workweek for a regular County holiday will be counted in calculating hours worked for overtime purposes. The County will pay employees for any overtime worked at a rate of one and one-half (1 ½) times his/her regular rate of pay. Regular rate of pay shall be calculated as provided for by the Fair Labor Standards Act. Employees may elect to accrue up to 40 hours of FSLA overtime worked to be used as compensatory time off in lieu of pay, at the rate of time and one-half (1 ½) for each hour of overtime worked. This accrued time is to be used as compensatory time off in lieu of pay within the end of the following two (2) years.
Non-Exempt Employees. With Department Head approval, employees in this Unit may elect to work up to one hundred sixty (160) hours of FLSA overtime to be used as compensatory time off in lieu of pay. Compensatory time is accrued at the rate of one and one half (1 ½) hours for each hour of overtime worked in excess of 40 hours in the workweek. No more than two hundred forty (240) hours of FLSA compensatory time may be accrued by employees in this Unit. All FLSA overtime hours worked in excess of an employee’s cap of one hundred sixty (160) accrued FLSA compensatory time off hours shall be paid.
Non-Exempt Employees. (1) This section shall apply to employees eligible for overtime who work in excess of thirty-five (35) hours per week from Monday to Friday.
