Overtime Pay Policy for Non-exempt Personnel - eDisk - Franklin ...

Compensation for Hours Over 40An "overtime premium" is paid for all hours worked in excess of 40 in one work week.Hours over 40 in one work week are compensated at the rate of one and one-half timesthe employee's regular hourly rate of pay for the week. For the purposes of computingovertime, the work week begins at 12:01 a.m. Sunday and ends 168 hours later at 12:00a.m. the next Sunday. For example, a non-exempt employee who normally works 35hours per week works 44 hours in one work week. This individual will receive hernormal base salary for hours 1 through 35, pay at one times her normal hourly rate foreach hour 36 through 40, and pay at one and one-half times her regular rate for hours 41through 44.The following will count as “hours worked” for non-exempt employees, solely for thepurpose of calculating eligibility for overtime pay; i.e., calculating the number of “workhours” an employee is credited with in a work week.In addition to the total number of hours an individual actually works, paid absences dueto any of the following will count as up to a maximum of 7 or 8 hours per day (based onthe staff member's regular number of scheduled daily work hours) solely for purposes ofdetermining total "work hours” for the week:• paid vacation days• paid sick days, bereavement days, and/or family illness days• paid personal days• paid time spent in business-related training or travel• time away from work spent on jury duty• absences during paid College holidays *• absences when the President declares an additional paid College holiday period• absences during a paid utility failure or weather emergency period* Please Note: Non-exempt staff members who do not work on a College holidaywill receive pay for their regularly scheduled number of daily hours (typically 7 or8 hours). They will be paid at one time their normal hourly rate for these hours(“holiday pay”). For purposes of determining whether a staff member worked over40 hours during one work week, in order to determine eligibility for overtime pay,these “holiday hours” will count as hours worked.Non-exempt staff who are required by their supervisor to work on a Collegeholiday will receive one hour of pay for each hour actually worked, plus oneadditional hour of pay (holiday pay), at their normal hourly rate, for each hourworked on the holiday. For purposes of determining whether a non-exempt staffmember worked over 40 hours during the work week, in order to determineeligibility for overtime pay, only hours actually worked on the College holidaywill count toward total hours worked for the week. The additional hours paid forthe holiday (holiday pay) will not count as hours worked when a non-exempt staffmember actually works on the holiday.