ICMARC Associate Handbook August 2016

If you are a nonexempt associate who is asked to work on an official ICMA‑RC holiday, you will receive double time for hours worked, provided your supervisor has pre-approved working on the holiday.

PAY AND OVERTIME WHILE ON BUSINESS TRAVEL The following guidelines apply to nonexempt associates who are required to travel on business. If you are a nonexempt associate and you are required to take a trip that keeps you away from home overnight, you will receive your regular pay for time spent traveling, whether or not the travel day is a regularly scheduled workday. P P If you travel on a normally scheduled workday and your combined work and travel time is less than your normally scheduled work hours, you will still be paid for the entire workday/shift. If your combined work and travel time results in hours beyond your regularly scheduled hours for that pay week, you will be paid for those hours. P P If you are given a special assignment on a regularly scheduled workday that requires you to travel to another city, your travel time counts as time worked (except for the time you might spend traveling from home to a point of departure, such as an airport or rail station). Travel pay is not paid for other periods of time when you are away from home but not working, such as sleep time, meal or rest breaks of at least one-half hour, or other off-duty hours. P P If your travel takes place on a non-scheduled workday, you will be paid for the time spent traveling, beginning with the time you leave your home or hotel and ending when you return to your home/hotel — plus any hours actually worked on that day. P P Whenever possible, you should try to schedule your required business travel during your regular working hours. P P Time paid for travel will count toward hours worked for overtime purposes. WEEKLY OVERTIME CALCULATIONS Although our pay schedule is biweekly, under the Fair Labor Standards Act overtime hours must be calculated separately for each workweek. They cannot be averaged over two or more weeks. REPORTING OVERTIME ON THE TIME REPORT The official ICMA‑RC workweek begins on Sunday and ends on Saturday. Therefore, overtime hours are included with the hours of the workweek in which they were completed. (See the following “Paydays, Time Reports and Paychecks” section.)

Business Travel for Exempt Associates Exempt associates will be paid their regular salary, regardless of the number of hours spent traveling.

Compensatory Time for Exempt Associates Compensatory (“comp”) time for exempt associates may be approved at the discretion of the department manager if a significant number of hours have been worked above the normal workweek. Comp time is not an hour- for-hour time-off benefit that is tracked, but is sometimes granted by a supervisor in recognition of significant extra time worked. Comp time should be used as soon as reasonably possible based on the business needs of the department or division and must be used within three months. Comp time is not in any way supplemental remuneration or premium pay. The award of comp time is completely discretionary and it is not guaranteed.

Confidential — for Internal Use Only

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