Non-Exempt Employee. A non-exempt employee is one whose duties, responsibilities and pay rate require the payment of overtime in accordance with the provisions of the Fair Labor Standards Act.
Non-Exempt Employee. An employee designated by the County to be covered by the provisions of the Fair Labor Standards Act, or an otherwise exempt employee treated as if covered for the administrative convenience of the County. On-Call The assignment of employees who are required to be available (e.g. by phone or pager) during non-working hours.
Non-Exempt Employee. An employee designated by the County to be covered by the provisions of the Fair Labor Standards Act. PAID STATUS: Whenever an employee is at work, absent on a paid holiday, absent on leave with pay, or absent on authorized compensatory time off.
Non-Exempt Employee. Overtime Compensation Rate Non-exempt employees working authorized overtime shall be paid at the rate of one and one-half (1½) times the employee's straight-time rate. Straight-time rate is the hourly rate per the LRCEA Salary Schedule, considering the employee's step and range placement.
Non-Exempt Employee. An employee who has assigned duties and responsibilities which do not meet the FLSA exemption guidelines and is paid from the LRCEA Classified Salary Schedule.
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. An employee of the District that is subject to the overtime provisions of the Fair Labor Standards Act (FLSA).
Non-Exempt Employee. An employee who is normally scheduled to work a minimum of forty (40) hours in a seven (7) consecutive-day period. A non-exempt employee is eligible for overtime or compensatory time for hours worked in excess of forty (40) hours.
Non-Exempt Employee. A non-exempt employee is an employee who performs work other than executive, administrative or professional work and is covered by the provisions of the Washington Minimum Wage Act. Non-exempt employees will receive extra pay for overtime work as legally required.
Non-Exempt Employee. A non-exempt employee is one who is required to be paid on an hourly basis for all hours worked. Non-exempt employees will be paid overtime at the rate of one and one-half (1 ½) of the employee’s regular rate of pay for all hours worked beyond forty (40) in a workweek, in accordance with federal/state wage and hour laws.
