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. 1) Employees with 30 college or trade school credits will receive an additional $500 annually added to gross annual salary, payable bi-weekly, and included in the retirement calculation. 2) Employees with 60 college or trade school credits will receive an additional $800 annually added to gross annual salary, payable bi-weekly, and included in the retirement calculation. 3) Employees with an Associate’s degree will receive an additional $900 annually added to gross annual salary, payable bi-weekly, and included in the retirement calculation. 4) Beginning in FY 2017, employees with a Bachelor’s degree will receive an additional $1,100 added to gross salary, payable bi-weekly, and included in the retirement calculation. 5) For every nine continuing education units (CEUs) (90 contact hours) earned within a three-year period, employees will receive a $300 stipend. ● The same CEUs cannot be applied to more than one $300 stipend. ● CEUs earned prior to employment with SMCPS will not be eligible for the stipend. ● CEUs eligible for the stipend cannot be earned during a paid duty day. ● Original documentation, transcripts, and/or certificates (as applicable) must be submitted to the Department of Human Resources. ● An employee may not receive both CEUs and college/university credit hours for the same experience or offering.

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.

Nonexempt Employees. All nonexempt employees will be compensated after satisfactory completion of job-related approved trade school or college credits as approved by the Assistant Superintendent of Fiscal Services and Human Resources according to the following. Specialized training is equated to college credits at an equivalent rate of one semester hour per 14 hours of instruction. (1) Employees with 30 college or trade school credits will receive an additional $400 annually. (2) Employees with 60 college or trade school credits will receive an additional $700 annually. (3) Employees with an Associate’s degree will receive an additional $800 annually. (4) For every nine continuing education units (CEUs) (90 contact hours) earned within a three-year period, employees will receive a $300 stipend. • The same CEUs cannot be applied to more than one $300 stipend. • CEUs earned prior to employment with SMCPS will not be eligible for the stipend. • CEUs eligible for the stipend cannot be earned during a paid duty day. • Original documentation, transcripts, and/or certificates (as applicable) must be submitted to the Department of Human Resources. • An employee may not receive both CEUs and college/university credit hours for the same experience or offering.

Nonexempt Employees. Nonexempt employees who work the second or third shift are entitled to differential pay, in addition to base hourly rate, as follows:

Nonexempt Employees. A $630 longevity increment will be added to the gross salary of all 12-month employees at the 15th, 20th, 25th, 30th, and 35th years of creditable service. A $525 longevity increment will be added for ten- and 11-month employees.

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.

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. 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.

Nonexempt Employees. Employees who are entitled to be paid overtime in accordance with applicable federal and state wage and hour laws. They may be either full-time or part-time.