5210601S Payroll PPM

CITY OF RALEIGH, N.C. SUBJECT

NUMBER

EFFECTIVE DATE

PAGE

OF

REV

OVERTIME PAY

300-5

J

8/2/2008

2

9

5.3 Unscheduled work - Authorized work or work pennitted by the City in excess of the number of hours scheduled in a work week or work cycle, but below:

(a)

40 hours for employees whose work schedule is based on a work week; or

(b)

the maximum number of hours established under the Fair Labor Standards Act ("FLSA") for other work schedules (for example, schedules in place in Fire Suppression or in Police Field Operations).

5.4 Overtime Work -- Overtime work shall include only that work perfonned by an employee at the direction of a department head or authorized representative which is in excess of:

(a)

40 hours for employees whose work schedule is based on a work week; or

(b)

the maximum number of hours established under the FLSA for other work schedules (for example, schedules in place in Fire Suppression or in Police Field Operations).

Work pennitted by the City, which is compensable under the FLSA and which exceeds the amounts set forth above, shall also constitute overtime work.

5.5 Work Schedule - The number of hours a pennanent employee is assigned to work during a work week. The City presently operates under two work schedules for pennanent employees working work weeks, 38.75 hours and 40 hours.

5.6 Work Week -- A regularly recurring period of seven consecutive days (168 hours).

5.7 Emergency - An unforeseen combination of circumstances which call for immediate action where life, health, safety, or security are involved.

5.8 Exempt Employees -- Employees not subject to the provisions of the FLSA.

5.9 Non-exempt Employees -- Employees subject to the provisions of the FLSA.

5.10 General Employees - Employees who work on a work week basis, regardless of Department. The majority of City employees are General Employees.

6.0

PROCEDURES APPLICABLE TO ALL EMPLOYEES

6.1 Employees shall accurately report to their supervisors the actual time that they have worked. The report may be in any fonn directed by the supervisor and may include written records, use of a time-clock system, or use of a timekeeping software program via personal computer. In accordance with the FLSA and City

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