 |
| 4.13 Work Loads
for Non-exempt (Classified) Personnel |
|
|
A. Established
Work Week: The seven consecutive twenty-four hour periods beginning 12:01 a.m.
Sunday and ending 12:00 midnight Saturday. |
|
B. Overtime:
The hours worked in excess of 40 by a classified employee during the established
work week |
|
C. Hours Worked:
All the time that a classified employee is required to be on duty or at a prescribed
workplace and all the time during which such employee is permitted to work away from the
prescribed workplace. |
|
D. Overtime Pay:
Monetary compensation at the rate of 1 1/2 times the classified employee's regular
rate for all hours worked in excess of 40 during the established work week. |
|
E. Compensatory
Time: Leave with pay at the employee's regular rate granted to a classified
employee at the rate of 1 1/2 hours times the number of hours worked in excess of 40
during the established work week. |
|
F. Flextime:
The daily work hours are determined on a flexible time schedule required by or upon
the approval of the supervisor. |
|
A classified
employee who works overtime shall receive either compensatory time or overtime pay. In
computing the hours worked, the computation shall include all the time that an employee is
required to be on duty or at the prescribed workplace; any bona fide work which the
employee performs away from the premises if the supervisor knows or has reason to believe
that the work is being performed; unauthorized work if the supervisor could have stopped
the work but did not or if he/she knows or has reason to know of the worked performed; and
the time during which the employee, by reason of official responsibilities, is required to
attend lectures, meetings, training programs, and so forth. A bona fide meal period which
occurs during the scheduled workday is not computed as hours worked if the employee is
completely relieved from duty. Rest periods (breaks) of short duration must be computed as
hours worked. |
|
A. The standard
full-time load for classified employees shall be 40 hours during the established work
week. |
|
B. Overtime for any
classified employee must have the prior authorization of the appropriate department
head/director, dean/manager, or unit vice president. Hours worked by an employee without
the employer's authorization or contrary to instructions may or may not be considered in
calculating hours worked. |
|
C. Overtime shall
not be authorized unless there is an absolute need to meet a deadline that could not be
met during the normal workweek, to overcome time lost due to conditions beyond the control
of the College, or to meet the demands of a crisis situation. |
|
D. Except for
situations that create severe scheduling problems for the College, compensatory time will
be the method of compensation. Compensatory time shall be scheduled by the immediate
supervisor with reasonable effort being made to accommodate the employee. |
|
1. In determining
the number of hours worked by an employee within a given week, time spent on vacation,
sick leave, and holidays will not be counted as time worked. |
|
2. If compensatory
time is taken during the same week that extra hours are worked, it will be taken at the
rate of one hour off for each extra hour worked. If compensatory time is taken in other
work weeks, it will be taken at the rate of one-and-one half hours off for each extra hour
worked. |
|
3. Compensatory
time accrued must be taken within 30 work days or the employee must be given overtime pay
for each hour of compensatory time past the 30-work-day period. |
|
4. Compensatory
time may not be transferred to any other type of leave or to another agency. |
|
E. Overtime pay may
be granted the employee when the compensatory time method may create a severe scheduling
problem for the College. Such monetary compensation will only be given after approval by
the unit vice president who will submit a memorandum to Payroll authorizing payment for
the compensatory time not taken. |
|
F. Daily time
records for each classified employee, including overtime worked and compensatory time
taken, must be kept and recorded in accordance with instructions found below: |
|
Time Reports |
|
Time reports are
sent to immediate supervisors monthly by the Human Resources Department. The following
procedures are to be used when filling out a Time Report: |
|
1. A Time Report,
similar to a time card, is completed monthly by each classified employee. |
|
Note: The
number of leave hours is recorded in the column under the date taken; the time code for
the kind of leave is entered under the time category column. Nothing is entered in the
total hours column. |
|
2. Signatures (not
initials) of the employee and the immediate supervisor verify the hours recorded. |
|
3. Signed time
reports are forwarded directly to the Human Resources Department by the third working day
following the end of the month.. |
|
Recap Time
Sheets |
|
Recap Time Sheets
are sent to immediate supervisors monthly by the Human Resources Department. This form is
completed by the work unit secretary and lists the number of hours of leave taken by all
employees in the work unit during the past month. The following is the procedure for
filling out a Recap Time Sheet: |
|
1. The number of
hours of leave taken by an employee is listed in the column under the date; the kind of
leave is noted in the time category column. Nothing is written in the total hours
column.Notations are made in the remarks column to explain leave not included in time
reporting categories, such as jury duty, bereavement leave, necessity leave, etc. |
|
2. The signature,
(not initials) of the immediate supervisor verifies the hours recorded. |
|
3. Signed recap
time sheets are forwarded directly to the Human Resources Department by the third working
day following the end of the month. |
|
G. A full-time
classified employee may work in another job at the College at the regular pay rate for
that job if the employee in that second job is at the supplemental part-time level, has
duties that are different from the full-time job, has a different immediate administrator,
and is working at his/her option. Such secondary employment must be on an occasional and
sporadic basis. Prior to the time, the administrator of the secondary employment area will
consult with the Human Resources Manager to ensure that the secondary employment
qualifies as occasional and sporadic. |
|
H. Flextime
schedules are established between an employee and his/her immediate supervisor. Approval
of flextime will be made in the best interest of the institution. |
|
1. Typically,
schedules are established between the hours of 7:30 a.m. and 6 p.m., providing one hour
for lunch. |
|
2. Except in
extenuating circumstances, flextime schedules should not be arranged for four-day work
weeks. |
|
3. Exceptions to
typical scheduling (cited in 1, above) will receive the approval of the unit vice
president. |
PPM4.13 Top of this page
Next Section
|
|
