Overtime Compensation for Non-Exempt Employees Sample Clauses

Overtime Compensation for Non-Exempt Employees. In conjunction with Section 1 above, employees declared to be non-exempt by the Employer or the United States Department of Labor shall be governed by this section.
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Overtime Compensation for Non-Exempt Employees a) All overtime must be prior approved by a department head or his/her designee. The County will pay overtime in accordance with the Fair Labor Standards Act as long as said act has legal force and effect over the County.
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Overtime Compensation for Non-Exempt Employees. All employees who are non-exempt under the Fair Labor Standards Act will be compensated in accordance with applicable law and regulation for work performed: (1) in excess of eight hours in a day or 40 hours in a week that is ordered or approved, or (2) in excess of 40 hours in a week that is suffered or permitted.
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Overtime Compensation for Non-Exempt Employees. All non-exempt employees who have been authorized in advance to work overtime will be compensated in accordance with applicable laws and regulations. Employees and supervisors shall use DOL Form DL-1-105 to document supervisory approval of overtime work.
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Overtime Compensation for Non-Exempt Employees. Overtime compensation shall be as follows except where Federal Laws, State laws, or this contract provide differently:
Sample 1
Overtime Compensation for Non-Exempt Employees. Non-exempt bargaining unit members required to work overtime as set forth in Section 5 above shall be compensated either in cash or compensatory time as determined in advance and approved in writing by the supervisor on the appropriate attendance report. Cash payment for overtime hours worked, including work performed on the bargaining unit member's first consecutive scheduled day off, shall be at one and one half (1-1/2) times his/her regular straight time hourly rate. Work performed on the bargaining unit member's second consecutive scheduled day off shall be compensated at two (2) times his/her regular straight time hourly rate. Consecutive days are defined as any day that follows directly after another day. Consecutive days may span two time periods. Compensatory time for overtime hours worked, including work performed on the bargaining unit member's first consecutive scheduled day off, shall be at the rate of one and one-half (1-1/2) hours for each hour of overtime worked. Compensatory time for overtime worked on the bargaining unit member's second consecutive scheduled day off shall be at the rate of two (2) hours for each hour of overtime worked. Consecutive days are defined as any day off that follows directly after another day. Consecutive days may span two time periods. Bargaining unit members who do not have two consecutive days (consecutive days are defined as any day that follows directly after another day) off shall receive one and one half (1-1/2) times his/her regular straight time hourly rate on their first regularly scheduled day off in the workweek (as defined in section 1 of this article), and two (2) times his/her regular straight time hourly rate for overtime on their second regularly scheduled day off. Compensatory time shall be accrued at a rate of time and one half (1-1/2) hours for each hour of overtime worked, and two (2) hours for each hour of overtime worked on his/her regular second regularly scheduled day off. A non-exempt bargaining unit member may accumulate up to a maximum of seventy-five (75) hours of compensatory time. Accumulated compensatory time may be utilized at times agreed to by the bargaining unit member and his/her immediate supervisor. Compensatory time shall be utilized in one-tenth (1/10) hour increments.
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Related to Overtime Compensation for Non-Exempt Employees

  • Overtime-Exempt Employees Overtime-exempt employees are not covered by federal or state overtime laws. Compensation is based on the premise that overtime-exempt employees are expected to work as many hours as necessary to provide the public services for which they were hired. These employees are accountable for their work product and for meeting the objectives of the agency for which they work. The Employer’s policy for all overtime-exempt employees is as follows:

  • Eligibility for Overtime Compensation (a) Overtime compensation rates for all hours worked in excess of the workday and workweek identified below shall be as follows:

  • 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.

  • Overtime Compensation (a) Overtime worked shall be compensated at the following rates:

  • HOLIDAY COMPENSATION FOR TIME WORKED 126. Employees required by their respective appointing officers to work on any of the above specified or substitute holidays, excepting Fridays observed as holidays in lieu of holidays falling on Saturday, shall be paid extra compensation of one additional day's pay at time- and-one-half the usual rate in the amount of 12 hours pay for 8 hours worked or a proportionate amount for less than 8 hours worked provided, however, that at the employee's request and with the approval of the appointing officer, an employee may be granted compensatory time off in lieu of paid overtime as provided for elsewhere in this contract. 127. Executive, administrative and professional employees designated in the Annual Salary Ordinance with the "Z" symbol shall not receive extra compensation for holiday work but may be granted time off equivalent to the time worked at the rate of-one-and-one-half times for work on the holiday.

  • Probation for Newly Hired Employees (a) The Employer may reject a probationary employee for just cause. A rejection during probation shall not be considered a dismissal for the purpose of Article 11.2

  • Compensation for Overtime 9.5.1 All overtime hours, except those overtime hours exceeding twelve (12) hours in one day, shall be compensated at a rate of pay equal to time and one-half the regular rate of pay of the employee. Those overtime hours exceeding twelve (12) in one day shall be compensated at a rate of pay equal to two times the regular pay of the employee.

  • Exempt Employees (1) Except as may otherwise be provided by specific terms of this Agreement, C.G.S. Section 5-245(b)(1) shall be deemed to exempt from overtime payment all employees being paid above Salary Grade 24, and those unclassified positions which on June 30, 1977 were deemed exempt positions. Subject to the operating needs of the agency:

  • Overtime Eligibility and Compensation Employees are eligible for overtime compensation under the following circumstances:

  • Compensation for Holidays Worked a. With the exception of the provisions in Section C.2.b., below, an employee required to work on a holiday listed above shall be paid at the employee's regular straight-time rate of pay for the hours actually worked. In addition, an eligible employee shall receive either compensatory time off or holiday pay at the option of the University at the regular straight-time rate, including any shift differential.

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