Nonexempt Employees Sample Clauses

Nonexempt Employees. All nonexempt employees will be compensated after satisfactory completion of job-related approved trade school or college credits as approved by the Superintendent according to the following. Specialized training is equated to college credits at an equivalent rate of one semester hour per 14 hours of instruction.
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Nonexempt Employees a. Break and rest periods must be taken as required by law and/or Company policy.
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Nonexempt Employees. Employees holding FLSA nonexempt positions are always on the inflexible schedule, and they are paid for overtime at a rate which is one and one-half times their straight-time hourly rate.
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Nonexempt Employees. Upon written consent of both an Employee's supervisor and the Employee, and subject to any applicable Federal and State laws, an Employee may receive compensatory time off in lieu of overtime pay up to a maximum of one hundred (100) hours worked per calendar year, resulting in a maximum accrual of one hundred fifty (150) hours per calendar year. An Employee may accumulate, and have credited to his/her account, no more than one hundred fifty (150) hours of unused compensatory time regardless of when such compensatory time was earned. Compensatory time shall accrue at the same rate as the overtime it is replacing. Accrued compensatory time shall be treated, and is subject to, the same procedures as Personal Leave. Exempt Employees Non overtime eligible (FLSA exempt) employees shall accrue comp time on an hour for hour basis (1:1), with a maximum balance at any time of 100 hours. Accrued compensatory time shall be treated, and is subject to, the same procedures as Personal Leave, except that any accrued but not used comp time will be forfeited at termination.
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Nonexempt Employees. Nonexempt employees include hourly wage employees and those who do not meet the duties tests for exempt status under the above-referenced laws. Employees in this category are entitled to overtime compensation, including for work in excess of 40 hours in a seven-day workweek, work in excess of 8 hours in a single 24-hour period, and as otherwise required by applicable law. Nonexempt employees must accurately record and report their daily and weekly work hours so that Employer can provide all earned overtime pay. Nonexempt employees may be full-time or part-time.
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Related to Nonexempt Employees

  • 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:

  • FLSA Exempt Employees The exempt employee shall be paid for the work shift. An FLSA exempt employee may be required to use paid leave or leave without pay where the closure applies to that employee for one or more full workweek(s)

  • Exempt Employee An exempt employee is one who is not eligible for overtime. Exempt employees are in classifications in Appendix A shown as Code 3.

  • 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:

  • 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.

  • Shift Employees Employees who work rotating shift patterns or those who work qualifying shifts shall be entitled, on completion of 12 months employment on shift work, to up to an additional 5 days annual leave, based on the number of qualifying shifts worked. The entitlement will be calculated on the annual leave anniversary date. Qualifying shifts are defined as a shift which involves at least 2 hours work performed outside the hours of 8.00am to 5.00pm, excluding overtime. Number of qualifying shifts per annum Number of days additional leave per annum 121 or more 5 days 96 – 120 4 days 71 – 95 3 days 46 – 70 2 days 21 – 45 1 day

  • Excluded Employees Employees excluded from the bargaining unit who work for an Employer signatory to this Agreement may participate in any of the foregoing benefits under rules and regulations established by the Trustees. The trustees shall determine the contributions required for such benefits.

  • Disabled Employees If an employee becomes disabled with the result that he is unable to carry out the regular functions of his position, the Hospital may establish a special classification and salary with the hope of providing an opportunity of continued employment.

  • Permanent Employees The allocations outlined in paragraphs b) and c) above will be provided on the first day of each fiscal year, or the first day of employment, subject to the exceptions below: Where a permanent Employee is accessing sick leave and/or the short-term disability plan in a fiscal year and the absence continues into the following fiscal year for the same medical condition, the permanent Employee will continue to access any unused sick leave days or short-term disability days from the previous fiscal year’s allocation. A new allocation will not be provided to the permanent Employee until s/he has returned to work and completed eleven (11) consecutive working days at their regular working hours. The permanent Employee’s new sick leave allocation will be eleven (11) days at 100% wages. The permanent Employee will also be allocated one hundred and twenty (120) short term disability days payable at ninety percent (90%) of regular salary reduced by any paid sick days already taken in the current fiscal year. If a permanent Employee is absent on his/her last regularly scheduled work day and the first regularly scheduled work day of the following year for unrelated reasons, the allocation outlined above will be provided on the first day of the fiscal year, provided the employee submits medical documentation to support the absence, in accordance with paragraph (h).

  • Intermittent Employees On the first day of the monthly pay period following completion of each period of 160 hours or 20 days of paid employment, each intermittent employee in the State civil service shall be allowed one (1) day of credit for sick leave with pay. The hours or days worked in excess of 160 hours or 20 days in a monthly pay period shall not be counted or accumulated.

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