Non-exempt Staff Sample Clauses

Non-exempt Staff a. HR-initiated Workload Intervention. When a non-exempt employee works more than a total of 160 hours over two (2) consecutive pay periods, the HR director will notify the staff member’s direct supervisor and their directing attorney or managing director to encourage a conversation between the staff member and their supervisor to address the staff member’s workload, ensure that the staff member is supported in maintaining a reasonable workload going forward, and assist in scheduling time off. As a default, supervisors will be asked to not assign additional work unless the staff member and the supervisor (with an option to include the HR director) agree that the staff member is able to take on additional work.

Non-exempt Staff a. An employee must maintain a minimum balance of two (2) weeks CTO after a one or two week cash in. Also, cash in is permitted only in one week increments of time (a “week” is based on each individual employee’s scheduled hours). An employee’s balance of time remaining includes CTO accrued in past years as well as any time accrued in the current year. For Example: A 40 hour per week employee would require at least 3 weeks (120 hours) to cash in 1 week (40 hours) and maintain a 2 week (80 hour) balance after the cash in.

Non-exempt Staff. ‌ Employees in positions that are subject to minimum wage provisions and eligible for overtime pay according to federal and state law.