|This policy applies to:
A non-exempt employee who works in excess 40 hours per week must be paid overtime at no less than 1 ½ times his/her regular pay. Compensatory in lieu of overtime is not legally permitted. The employee‘s work schedule may be modified within the same work week to accommodate special work-related requirements, e.g. working late one day and coming in late the next, but the total number of hours may not exceed 40 unless overtime is paid.
Exempt employees, by definition, are not eligible for overtime pay or compensatory time off. Depending upon the requirements of their positions, additional work time may be needed beyond the normal schedule. It is expected that exempt personnel will work as needed when needed. Occasional partial-day time off for doctor appointments or personal business is not deducted from accrued leaves. Full days are deducted from sick or vacation leaves.
In extraordinary and unusual instances where excessive work time is required of an individual far beyond the norm for their position, supervisors may grant discretionary time off immediately following for the employee to rest and recover. This discretionary time does not accumulate or accrue nor is it to be used to extend holidays or vacations. In no case may a supervisor grant day for day or hour for hour extra leave time as this would jeopardize the exempt status of the position under state and federal law.
Non-exempt employees should record actual hours worked on the time sheet.
Exempt employees should record any discretionary time off as “approved leave with pay”.