Overtime for Non-Exempt Employees. Overtime for a non-exempt employee must be approved in advance by the appropriate supervisor and Executive Council member or designee. Overtime shall be paid at the rate of one and one-half (1½) times the basic hourly rate of pay for hours worked over thirty- seven and one half (37.5) hours. An employee must work the regularly assigned hours during the workweek in order to qualify for the overtime rate. Time lost due to illness, personal business, or leave without pay will not apply to the computation of the workweek. Vacation time, bereavement leave and holidays count as time worked for overtime calculation purposes. Overtime for a non-exempt employee shall be given as either salary paid at one and one-half (1½) times the basic hourly rate of pay, or as compensatory time off taken at one and one-half (1½) times the number of hours worked.
Overtime for Non-Exempt Employees. Time and one-half (1-1/2) the employee’s regular hourly rate of pay shall be paid for overtime work. All overtime must be assigned/approved in advance. Daily: All work performed in excess of eight (8) hours in any workday. Weekly: All work performed in excess of forty (40) hours in any workweek. In the event that scheduled shifts must be changed, the Employer agrees to provide at least twenty-four (24) hours notice prior to the effective time of the shift change. In the case of an emergency, which shall be defined as an event which is unanticipated or unplanned and involves a threat to public safety or health, the Employer shall have the right to adjust work schedules to meet that need. Work at Employee’s Option: Overtime work shall be voluntary except for emergencies as determined by the applicable department head(s). There shall be no discrimination against any employee who declined to work overtime in a non-emergency situation.
Overtime for Non-Exempt Employees a. Whenever operational demands require, XXX has the right to require employees to work overtime.
Overtime for Non-Exempt Employees. 11.8(a) The Company will attempt to meet its overtime requirements on a voluntary basis among the employees. In the event there are insufficient volunteers to meet the requirements, management may designate and require the necessary number of employees to work the overtime.
Overtime for Non-Exempt Employees. All work performed, at the direction of 17 the employee’s Manager, over forty (40) hours in any one (1) work week or over eight (8) hours in one 18 (1) work day, or over ten (10) hours per day depending on the employee’s regular schedule, shall be 19 considered as overtime and shall be paid for at the overtime rate of one and one-half (1-1/2) times the 20 regular rate of pay, or upon request of the employee and approval of the Manager, compensatory time 21 off at one and one-half (1-1/2) times. Compensatory time balances shall not exceed 80 hours.
Overtime for Non-Exempt Employees. The Executive Office must approve requests for pay for overtime work by a non-exempt employee in writing prior to the performance of the work. Overtime is paid to non-exempt employees at the rate of time and one-half for hours worked in excess of 40 hours per work week. Non-exempt employees required to work on an Education Northwest-observed holiday will be paid at the rate of time and one-half for the hours worked, in addition to receiving regular holiday pay. Where possible, travel for non- exempt employees shall be scheduled during the employee’s normal work hours (on workdays or non-workdays) and shall be paid in accordance with applicable state and federal wage and hour laws, including overtime pay as applicable.
Overtime for Non-Exempt Employees. In general, the Organization may require non-exempt employees to work overtime to meet organizational needs. An employee who believes that overtime work will be needed is required to provide as much advance notice as reasonably practicable so that the Organization can decide whether to authorize the work. A non-exempt employee shall not work more than forty (40) hours in a workweek without documented authorization from the Employer in advance. If asked and/or authorized to work overtime, non-exempt employees will be compensated at one and one-half (1.5) times their regular rate of pay for time worked that exceeds forty (40) hours in a given workweek, or as otherwise required by applicable law. If a non-exempt employee works more than eight (8) hours in a day, but not more than forty (40) hours in total in the same workweek, the employee will not be entitled to overtime pay, unless otherwise required by applicable law. Non-exempt employees working overtime repeatedly or on a regular basis are encouraged to meet with their manager according to the process outlined in Article 16 (Workload Assessment). Non-exempt part-time employees shall not work more than their regularly scheduled hours in a workweek without documented authorization from the Employer in advance and overtime shall only be paid for time worked that exceeds forty (40) hours in a workweek, unless otherwise required by applicable law.
Overtime for Non-Exempt Employees. §1. The District defines overtime for non-exempt employees as any work which exceeds forty (40) hours for the work week. Overtime must have prior approval from the appropriate supervisor. Requests for overtime are to be made on the Pre-Approval and Emergency Overtime Application form. Overtime is computed at one and one-half (1-1/2) hours for all hours worked beyond a forty (40) hour work week. Employees must complete and submit to payroll time sheets documenting their overtime hours. Payroll will not honor time sheets unless they are signed by the employee’s immediate supervisor and the appropriate director.
Overtime for Non-Exempt Employees. Non-Exempt Employees will be compensated at one and one-half (1.5) times their regular hourly rate for hours worked in excess of nine (9) during any workday or forty (40) during any workweek. Unworked paid time like lunch hours, holidays, sick leave, and vacation time taken during the workweek are not considered “hours worked” for overtime purposes. Unless it is impracticable to do so, overtime work must be approved in advance by the employee’s supervisor in writing and supervisors must give Non-Exempt Employees as much advance notice of the need for overtime work as practicable.
Overtime for Non-Exempt Employees a. Non-exempt employees may be required by management to work overtime. When an overtime assignment must be made, the following conditions shall apply:
