Overtime hours are required from time to time in order to provide dependable, quality service to our customers and to meet business objectives. It is expected that mandatory overtime will be kept to a minimum; however, the Company reserves the right to require overtime based on business need. It is essential that employees cooperate when the need for overtime arises. In some cases, availability for overtime is a condition of employment, as designated by the manager and agreed to by the employee prior to hire.
This policy applies to all employees.
The Fair Labor Standards Act and applicable state laws require that employees in certain work classifications, as defined by law, be paid overtime compensation for hours worked in excess of 40 per week and, in certain states, in excess of eight hours per day. Employees in these work classifications are defined as non-exempt. All other employees are classified as exempt and are not eligible for overtime compensation. Questions concerning classification status under the Fair Labor Standards Act or under state law should be directed to the owner.
A workday is defined as any continuous 24 hours, beginning with the employee's start time.
A workweek is 40 hours, starting at 12:01 a.m. on the first day.
Straight time is an employee's base salary (plus shift, if applicable).
IV PROCEDURE / V CONTENT
Exempt employees are expected to work the number of hours required to get the job done. To that end, hours worked may vary from week to week, month to month.
It is the Company's policy to pay overtime compensation to non-exempt employees in accordance with applicable laws. To the extent state laws provide greater benefits than those set forth in this policy, the Company complies with the applicable state law.
Non-exempt employees may not be given compensatory time off in lieu of overtime pay.
Overtime hours must be authorized in advance by the employee's supervisor and/or the Owner. While overtime compensation is required for all overtime hours actually worked, an employee who works overtime hours without the supervisor's prior approval is violating Company policy and may be subject to disciplinary action. Whenever possible, a reasonable amount of advance notice is provided to employees who are required to work overtime hours. However, the Company reserves the right to require overtime with little or no notice based on business requirements.
2. Weekly Overtime
Federal law requires that non-exempt full-time and part-time employees be paid one and one-half times regular base pay, for hours worked over 40 in a week. Employees are compensated at two times regular base pay for time worked on the seventh day of the workweek, provided that the employee worked 40 hours during the normal workweek and a minimum of four hours on each of the preceding six days of the week.
3. Daily Overtime
Full-time and part-time employees located in certain states are paid one and one-half times regular base pay, including applicable premiums, for each hour worked over eight in a work day. Employees are compensated at two times their regular base pay for each hour worked over 12 in the same workday.
4. Makeup Time
It is the manager's decision whether to allow an employee in a state where daily overtime is mandated to make up hours lost due to a personal obligation, and when to allow the hours to be made up.
5. Holiday Pay
Employees required to work on a scheduled Company holiday receive holiday pay (straight time) as well as one and one-half times the regular base rate, for the first 12 hours worked on the holiday. Hours worked in excess of 12 are compensated at a rate of two times the regular base rate.
• Obtain management approval prior to working overtime hours.
• Notify the manager as early as possible if unable to work scheduled overtime.
• Record overtime hours accurately on time records.
• Schedule overtime hours according to business needs.
• Direct non-exempt employees to obtain advance authorization before working overtime.
• Provide employees with reasonable advance notice of overtime whenever possible.
• Monitor employees' time records to ensure overtime is recorded and paid properly.
• Submit approved time records in a timely manner.
Supervisors / the Owner:
• Authorizes and implements any work schedule which is different from the standard eight hour day, 40-hour week, Monday through Sunday schedule.