OVERTIME POLICY 2530
1. DEFINITION:
Overtime represents time actually worked by a non-exempt employee in excess of forty (40) hours during any workweek. Unless otherwise directed in writing by the Superintendent or designee, the workweek is defined as the period beginning Saturday morning at 12:01 a.m. and ending the following Friday evening at midnight.
2. POLICY:
2.1 Employees are designated as either exempt or non-exempt from overtime compensation in accordance with the Fair Labor Standards Act (the "FLSA"). Professional, executive, and administrative employees are designated as exempt and are not eligible for overtime compensation under the FLSA. All administrative and certificated employees of the School District are exempt under the FLSA and supervisors of classified employees are also exempt unless otherwise notified. All other classified employees of the School District are non-exempt under the FLSA and must comply with the provisions of this Policy. Employees designated as non-exempt are eligible for overtime compensation.
2.2 "Overtime pay" is paid only for hours actually worked by a non-exempt employee for more than 40 hours within a workweek as defined herein. Work in excess of eight hours in any workday is not overtime. Only where more than forty (40) hours are actually worked in any one workweek as defined herein does overtime occur. (Time off for vacation, holidays, leave, sickness, etc., are not included as hours actually worked.) Each employee is responsible to clock in and clock out in order to record hours actually worked on a daily basis. Daily hours shall be, whenever possible, varied within a workweek to accomplish necessary workloads and to limit or eliminate the necessity for overtime, but supervisors shall also exercise care that extended work schedules do not result in fatigue related safety problems. Failure to maintain an accurate log of hours actually worked or any misstatement of hours worked shall be a violation of this Policy. Clocking out and returning to the employees work area to continue working in a clocked out status is also a violation of this Policy.
2.3 Department heads and supervisors shall schedule their departmental workloads to preclude the need for overtime whenever possible. An employee must receive the prior written approval of a supervisor to accrue overtime hours except in emergency situations. In case of emergencies that are unforeseen, the employee must notify his or her immediate supervisor within three working days after having accrued overtime hours to be eligible for overtime. It is the duty of each employee to obtain either a prior written approval of overtime or a written approval after having accrued overtime in an emergency situation within three working days.
2.4 Payment for overtime requires the final written approval of the Superintendent or designee. Employees are not authorized to work overtime without the prior written approval of the immediate supervisor/principal except in emergencies.
2.5 Payment of overtime shall be at one and one-half times the regular hourly rate. A justification and explanation from the employee’s immediate supervisor/principal must accompany any overtime requests for payment, along with the properly signed time card (signed by the employee and his/her immediate supervisor/principal) covering all the hours actually worked in the week in which the overtime occurred. Overtime shall be reported in increments of one-quarter hour.
2.6 Overtime that is approved by the principal at the school level will be billed to the school where the employee works for reimbursement to the district. Overtime billed to the school will include time and one half for wages and all associated benefits.
2.7 Failure to abide by any provision of this Policy, falsification of hours or “Buddy Punching” shall be cause for adverse employment action including, but not limited to, probation or termination of employment for cause. This applies to all employees and supervisors.
Adopted 09/10/02