Colorado Meal Period and Rest Break Policy and Acknowledgement Form
|
|
- Hubert Pitts
- 6 years ago
- Views:
Transcription
1 Colorado Meal Period and Rest Break Policy and Acknowledgement Form It is Sodexo s policy to comply with all state and local laws regarding meal periods and rest breaks, including those of the State of Colorado. Therefore, Sodexo adopts the following policy applicable to its nonexempt (hourly paid) employees who work in Colorado: Meal Periods: Employees scheduled to work more than five consecutive hours are entitled to a 30-minute, unpaid, duty-free meal period. If the employee s meal period is not indicated on a schedule, the employee s supervisor shall inform the employee of the time of the employee s meal period. Employees must clock or sign out and in for their meal period and shall not perform any work duties during the meal period. Employees who are unable or forget to clock out or in for a meal period must notify their supervisor immediately and record the missed punch on the Punch Exception Log, initial the entry, and have the supervisor or manager approve the entry by initialing the missed punch. Employees who are unable to take a meal period for any reason must notify their supervisor immediately. Employees who are not provided with a meal period as set forth in this Policy should contact their supervisor, manager or Human Resources representative immediately. Rest Breaks: Employees are permitted to take one paid 10-minute rest break for every four hours worked or major portion thereof. Employees should take their rest break as close as possible to the middle of each 4-hour work period of their shift. If an employee s rest break is not posted on a schedule, the employee s supervisor shall inform the employee of the time of the employee s rest break. Employees should not clock or sign out for rest breaks. Employees shall not perform any work duties during the rest break. Rest breaks may not be combined with other rest breaks or the employee s meal period. Employees who are not provided with a rest break as set forth by this Policy should contact their supervisor, manager or Human Resources representative immediately. 1
2 If you have concerns about your meal periods or rest breaks, you can utilize Sodexo s Promise of Respect and Fair Treatment process or contact the Business Abuse Hotline to voice those concerns. Compliance with Sodexo s Colorado Meal Period and Rest Break Policy: Employees are expected to know and comply with Sodexo s Colorado Meal Period and Rest Break Policy. Violations include, but are not limited to: Failure to take meal periods or rest breaks as instructed. Failure to report missed meal periods or rest breaks. Failure to clock or sign out and in for meal periods. Per the Sodexo Payment of Wages for All Hours Worked Policy, CP-217, accurate timekeeping of all work time and meal periods is critical. Employees who fail to comply with Sodexo s Colorado Meal Period and Rest Break Policy will be subject to constructive counseling, up to and including termination of employment. Employees who intentionally violate Sodexo s Colorado Meal Period and Rest Break Policy and/or the Payment of Wages for All Hours Worked Policy (i.e. misrepresent time worked) are subject to immediate termination of employment. Managers who fail to enforce and comply with Sodexo s Colorado Meal Period and Rest Break Policy will be subject to constructive counseling, up to and including termination of employment. Employees Covered by a Collective Bargaining Agreement: Employees in units covered by a collective bargaining agreement shall follow the terms of the applicable collective bargaining agreement pertaining to meal periods and/or rest breaks, if more generous than this Policy. If the applicable collective bargaining agreement is silent on the subject of meal periods and/or rest breaks, then this Policy or state law shall apply. Employees who have any questions concerning this Policy should contact their supervisor, manager or Human Resources representative. Employee Acknowledgement I acknowledge that this policy has been provided and explained to me. I understand and agree to follow this policy. Print Employee Name: Employee Signature/ Date: 2
3 Colorado Meal Period and Rest Break Compliance Manager Oversight and Enforcement To comply with the Sodexo Colorado Meal Period and Rest Break Policy, managers must: Post the Colorado Meal Period and Rest Break Policy and Acknowledgement Form where other notices to employees are posted. Schedule and post nonexempt employee meal periods and rest breaks. Provide an unpaid 30-minute, duty-free meal period to employees scheduled to work more than five consecutive hours. Remind employees when their meal periods are scheduled. Ensure coverage is available so that employees can take an uninterrupted 30- minute meal period. Ensure frontline and nonexempt, administrative, technical, and professional employees record the out and in times for their 30-minute unpaid meal periods. Provide a 10-minute paid rest break to employees for every four hours worked or major portion thereof. Ensure employees do not clock or sign out and in for rest breaks. Remind employees of their rest breaks and encourage them to take them. Review time records on a daily basis if possible. Review the Colorado Meal Period and Rest Break Policy with new employees on the first day during orientation. Have the employee sign the Employee Acknowledgement at the end and place in the personnel file. If an employee refuses to sign the Employee Acknowledgement, sign and date the form yourself to indicate when you provided and reviewed the policy with the employee. Note on the document the employee s refusal to sign and place in the employee s personnel file. Review the requirements of the Colorado Meal Period and Rest Break Policy with existing employees on a regular basis. Enforce the policy. Hold employees accountable for taking their meal periods as required. Promptly take disciplinary action according to the Constructive Counseling process or the disciplinary procedures provided in the applicable collective bargaining agreement. Always act consistently. Sodexo relies on its managers to ensure it complies with Colorado s meal period and rest break requirements. Accordingly, managers who fail to comply with the policy will be subject to discipline up to and including termination of employment. If you have any questions about the policy or your responsibilities, contact your HR representative.
4 Colorado Meal Period and Rest Break Compliance Employee Constructive Counseling Employees are expected to know and comply with the Sodexo Colorado Meal Period and Rest Break Policy. Violations include, but are not limited to: Failure to take meal periods and rest breaks as instructed Failure to clock, record or sign out and in for meal periods Failure to report missed meal periods and rest breaks to the supervisor or manager Employees who unintentionally fail to comply with Sodexo s Colorado Meal Period and Rest Break Policy will be subject to constructive counseling as follows: For initial violations, deliver a Written Coaching. For second violations, deliver a Written Warning, review the policy with the employee and have the employee sign the Colorado Meal Period and Rest Break Policy and Acknowledgement Form. For third violations, deliver a second Written Warning, review the policy with the employee and have the employee sign the Employee Acknowledgement again. For fourth violations, employees may be subject to termination. Review the facts with your Human Resources representative. Employees who intentionally violate the Sodexo Colorado Meal Period and Rest Break Policy (for example: misrepresent time worked) are subject to immediate termination of employment. All Constructive Counseling Notices must be placed in the employee s personnel file. Template Constructive Counseling Notices are provided to assist you in documenting written coaching and written warning actions. If you need assistance, contact your Human Resource representative.
5 COLORADO MEAL PERIOD AND REST BREAK Q&A Meal Periods Q1. Do employees have to punch/sign out and in for meal periods? A. Absolutely. It is important documentation to confirm employees have received their 30-minute meal period as required by state law. Q2. Can an employee voluntarily decide to work through his meal period? A No. An employee must take the meal period he is eligible for. Q3. I have an employee that works an overnight shift alone. Can I have him take an on duty meal period? A. The regulations state that when the nature of the business activity or other circumstances exist that makes an uninterrupted meal period impractical, the employee shall be permitted to consume an "on duty" meal while performing duties. Please contact your Human Resources representative for guidance and the Colorado On Duty Meal Agreement form. Q4. Can I require an employee to take a meal period at her workstation? A. No. An employee must be relieved of all work duties during the 30-minute meal period. 1
6 Q5. Can I allow an employee to work through his meal period so that he can leave work 30 minutes early? A. No. Working through a meal period does not entitle an employee to leave work prior to his scheduled quitting time. Q6. Can I require my employees to stay on the work premises during their meal periods? A. No, not unless they are paid for their time. You can require your employees to remain on the premises during their meal periods if a suitable place exists for them to eat. However, that would deny them the time for their own purposes and they would, in effect, remain under the Company s control, and therefore the meal period would have to be paid. Q7. All my employees start at the same time each day. Do I have to give them their meal period at the same time? A. No, employees do not have to have the same meal period if they start their shift at the same time. 2
7 Q8. How do I ensure that employees are receiving and taking their required meal periods? A. Scheduling meal periods ensures employees receive their required meal periods. Review time records on a daily basis if possible. If the time records reveal: (1) no clock/sign out and/or in for the 30-minute meal period, or (2) a meal period is less than 30 minutes: 1. Discuss the time record with the employee and record the reason on the time record. Have the employee sign or initial the notation on the Punch Exception Log, the print screen of the time card, or the Frontline Manual Timesheet. 2. If the employee states the missed or short meal period occurred because of personal reasons unrelated to work requirements proceed with the appropriate constructive counseling step using the Constructive Counseling Notice. Attach a copy of the time record with reason to the Constructive Counseling Notice. Remind the employee of the obligation to take meal periods according to Sodexo s Colorado Meal Period and Rest Break Policy and review the policy with the employee again. 3. If the employee states that he did, in fact, take a meal period but forgot to clock/sign out or in, proceed with the appropriate constructive counseling step using the Constructive Counseling Notice. Attach a copy of the time record with reason to the Constructive Counseling Notice. Remind the employee of the obligation to take meal periods according to Sodexo's Colorado Meal Period and Rest Break Policy and to clock/sign out and in for his meal periods. 4. Ensure all Punch Exception Logs and Manual Timesheets are maintained with other time records for the pay cycle. 3
8 Q9. Am I allowed to adjust the schedule for meals periods from one workday to the next, or does the meal period schedule need to be fixed? A. There is no requirement that the scheduling of meal periods be fixed. The law permits flexibility in scheduling meal periods on a day to day basis based on the employer's operational needs. This is to avoid interruption in the flow of work and to maintain continuous operations. Q10. If an employee starts a meal period, but is interrupted to do work, what should we do? A. If an employee must return to work early, the employee must be paid for the time the employee had clocked out prior to being interrupted. Rest Breaks Q11. Should I have my employees punch/sign out and in for rest breaks? A. No. Because rest breaks are paid, Company policy does not require employees to punch or sign out and in for rest breaks. Rest breaks should be scheduled and managed on an individual basis. Employees are attesting on the time clock or online when approving their timecard or signing the affirmation statement on the Frontline Manual Timesheet that they received their meal periods and rest breaks as required by law. If the unit is still using Labor Management, employees are signing the affirmation statement on the Time Card Approval Report that they have received their required meal periods and rest breaks. 4
9 Q12. Can I allow an employee to waive her 10-minute rest break(s)? A. No. Employees cannot waive their 10- minute rest breaks. Q13. Can rest periods be scheduled at any time? A. No. Rest breaks should be scheduled as close as possible to the middle of each 4-hour work period. Q14. Can I require my employees to stay on the work premises during their 10-minute rest breaks? A. Yes. You can require employees to stay on the premises during their rest breaks because the employees are being compensated for the time. Q15. Can I allow employees to combine their two 10-minute rest breaks into one 20-minute rest break? A. No. Combining two 10-minute rest breaks into a 20-minute rest break is not allowed. Each rest break is intended as a separate break. Generally, the first 10-minute rest break precedes the meal period in the first 4-hour work period and the second 10-minute rest break follows the meal period in the second 4-hour work period. 5
10 Q16. Can I allow an employee to work through either or both of her rest breaks so that she can leave work minutes early or arrive at work minutes late? A. No. Working through a rest break does not entitle an employee to arrive late or leave work early. A rest break must be preceded and followed by some work period during the workday. Otherwise, it is not a rest break, but rather, merely a means of shortening the workday. The purpose of the rest period is to refresh workers during the workday. This purpose would be subverted by eliminating the rest break in exchange for a shorter workday. This sort of arrangement encourages the employee to waive her rest break, and therefore, is not allowed by law. Q17. Are smokers entitled to additional rest breaks? A. No. Under Colorado law rest break time is based on one 10-minute rest break for each four hours of work or major portion thereof. Q 18. Can I give employees 15-minute rest breaks instead of 10-minute rest breaks? A. Yes. If business permits, employees would probably appreciate a 15-minute rest break. Providing 15-minute rest breaks ensures employees are receiving at least the required 10-minute rest breaks even if they return a couple of minutes early from their break. 6
11 Q 19. When an employee needs to use the restroom during her work period does that count as her 10-minute rest break? A. No. The 10-minute rest break is not designed to be exclusively for use of the restroom. Rest breaks are intended to cover other personal needs as well, including taking a walk or stretching, making a personal phone call or smoking in a permitted area. The rest break is not to be confused with or limited to breaks taken by employees to use the restroom. Allowing employees to use the restroom during working hours does not meet Sodexo s obligation to make rest breaks available to eligible employees. This is not to say, of course, that you do not have the right to reasonably limit the amount of time an employee may be absent from her workstation. It also does not mean that an employee who chooses to use the restroom while on an authorized break may extend the break time by doing so. The law simply prohibits an employer from requiring that employees count any separate use of the restroom as a rest break. Q20. Am I allowed to adjust the schedule of rest breaks from one workday to the next, or does the schedule need to be fixed? A. There is no requirement that the scheduling of rest breaks be fixed. The law permits flexibility in scheduling rest breaks on a day-to-day basis based on the employer s operational needs This is to avoid interruption in the flow of work and to maintain continuous operations. However, the law and Sodexo policy want you to provide the rest break as close as possible to the middle of each 4-hour work period. 7
12 Meal Periods and Rest Breaks Q21. How does the policy apply to employees who are scheduled for a split shift? A. Employees working a split shift are entitled to the meal periods and rest breaks based on the number of hours in each individual work shift. For example, if an employee works four hours in the morning and another four hours in the late afternoon, the employee would be entitled to an uninterrupted 10-minute rest break during the morning work period and another one during the afternoon work period. Q22. What are employees entitled to if they work 10-hour shifts? A. Employees who work 10 or more hours are entitled to one 30-minute meal period. You can provide an additional meal period based on your operational needs. In addition, they would be entitled to a 10-minute rest break for each 4-hour work period or major portion thereof. If they work 10 hours, they would be entitled to two 10-minute rest breaks. If they work more than 10 hours, they would be entitled to three or more 10-minute rest breaks based on the total length of their shift. 8
13 Employee Relations Q.23. What do I do if an employee refuses to sign the Employee Acknowledgement on the Sodexo Colorado Meal Period and Rest Break Policy? A. If an employee refuses to sign the Employee Acknowledgement, simply sign and date the Employee Acknowledgement yourself to indicate the date you provided and reviewed the policy with the employee. Note the employee s refusal to sign and place it in the employee s personnel file. You should remind the employee, however, that failure to follow the Colorado Meal Period and Rest Break Policy is grounds for constructive counseling, up to and including termination, and the employee s refusal to sign the Employee Acknowledgement does not excuse him or her from that obligation. Q24. What do I tell employees who have questions about past failure to provide the meal periods or rest breaks outlined in the Colorado Meal Period and Rest Break Policy? A. If employees seek additional information about the reason for the Employee Acknowledgement or if they raise specific complaints about past practices, please tell them to contact their Human Resources representative directly and provide the employee with the HR contact information. 9
14 Miscellaneous Q25. Does this state law and Colorado policy apply to my Admin Assistant and Chef (Class Code 4 positions)? They record their time in etime using Hours Time Entry View. A. Yes. The Colorado state law and Sodexo policy for meal periods and rest breaks does apply to administrative assistants and nonexempt chefs. It applies to all nonexempt (hourly paid) employees, not just frontline employees recording their time on the In Touch time clocks or online using Timestamp View or on Labor Management time clocks. Q26. I manage client employees. Do I post Sodexo s policy and have employees sign the Employee Acknowledgement on the policy? A. No, you should not post a Sodexo policy or have the client employees sign a Sodexo employee acknowledgement. Consult with the client s Human Resources representative to discuss what resources they have available to educate and keep the employees informed of Colorado state requirements. Q27. I have employees that use pagers for their work. How do I ensure they are not interrupted during their meal periods and rest breaks? A. Employees should be instructed to turn off or silence their pagers, radios, beepers etc. or give their communication devices to the manager or another employee and log out of any work assignment systems before the start of their meal periods and rest breaks. Refer to Sodexo s CP-217 Payment of Wages for All Hours Worked Policy for additional information. 10
15 Q28. I supervise union employees. Do I implement this policy in my unit? A. You should check the collective bargaining agreement and see what it says about meal periods and rest breaks. If the collective bargaining agreement is more generous than Sodexo s policy and Colorado law on meal periods and rest breaks, then follow the union contract. For example, some agreements may provide for 15-minute rest breaks or 45-minute meal periods, instead of the Colorado minimum of 10- minute rest breaks and 30-minute meal periods. If Colorado law or Sodexo s policy is more generous than your union contract on meal periods and rest breaks, follow the more generous policy or state law. If the union contract does not have a provision covering meal periods and rest breaks, then you should follow Sodexo s policy. However, before applying Sodexo s policy or distributing the Colorado Meal Period and Rest Break Policy and Acknowledgement Form to employees, you must consult with your Labor Relations representative. Additionally, when applying Sodexo's policy, you do not want to act contrary to any other part of the union contract. For example, any discipline under Sodexo s Colorado Meal Period and Rest Break Policy must be consistent with the disciplinary process provided in your union contract. Please consult your designated Labor Relations representative for information specific to your location. Q29. Is there a poster on meal periods? A. The Colorado Minimum Wage Order 29 Poster which must be posted includes information on meal periods and rest breaks. In addition, the Sodexo Colorado Meal Period and Rest Break Policy and Acknowledgement Form must be posted in an area accessible to employees (i.e. on the employee bulletin board or near the time clock). The policy is available in English and Spanish. 11
16 Q30. What are the consequences if I don t follow the Colorado Meal Period and Rest Break Policy? A. A manager has the responsibility to comply with the policy and state law. Failure to do so creates great risk for Sodexo. Claims for violations of Colorado meal period laws can be very costly. Centralized data analysis may be conducted to ensure compliance. Managers not complying with the policy will be subject to constructive counseling up to and including termination of employment. 12
Washington Meal Period and Rest Break Policy and Acknowledgement Form
Washington Meal Period and Rest Break Policy and Acknowledgement Form It is Sodexo s policy to comply with all state and local laws regarding meal periods and rest breaks, including those of the State
More informationMassachusetts Meal Period Policy and Acknowledgement Form
Massachusetts Meal Period Policy and Acknowledgement Form It is Sodexo s policy to comply with all state and local wage and hour laws including those of the Commonwealth of Massachusetts. Therefore, Sodexo
More informationConnecticut Meal Period Policy and Acknowledgement Form
Connecticut Meal Period Policy and Acknowledgement Form It is Sodexo s policy to comply with all state laws regarding meal periods including those of the State of Connecticut. Therefore, Sodexo adopts
More informationRhode Island Meal Period Policy and Acknowledgement Form
Rhode Island Meal Period Policy and Acknowledgement Form It is Sodexo s policy to comply with all state laws regarding meal periods, including those of the State of Rhode Island. Therefore, Sodexo adopts
More informationNew Hampshire Meal Period Policy and Acknowledgement Form
New Hampshire Meal Period Policy and Acknowledgement Form It is Sodexo s policy to comply with all state laws regarding meal periods, including those of the State of New Hampshire. Therefore, Sodexo adopts
More informationNew York Meal Period Policy and Acknowledgement Form for Nonexempt Employees
New York Meal Period Policy and Acknowledgement Form for Nonexempt Employees It is Sodexo s policy to comply with all state and local wage and hour laws including those of the State of New York. Therefore,
More informationPERSONNEL POLICY MANUAL
POLICY C-1 Page 1 of 2 SUBJECT: PAYMENT OF WAGES Notes: Replaces Policy 3.0, Payment of Wages, Policy 3.3, Pay Advance and Policy 6.8, Direct Deposit PURPOSE: To establish processes required for payment
More informationLAWS REGULATING MEAL AND REST PERIODS FOR ADULT EMPLOYEES
Meal and Rest Period Rules Technical Assistance: FAQs TECHNICAL ASSISTANCE FOR EMPLOYERS Oregon Bureau of Labor and Industries 800 NE Oregon Street, Suite 1045 Portland, OR 97232 LAWS REGULATING MEAL AND
More informationKRONOS POLICY AND GUIDELINES
KRONOS POLICY AND GUIDELINES INTRODUCTION OFFICIAL TIME OF RECORD EMPLOYEE TIME REPORTS KRONOS USER ID CHECK IN/OUT LOCATIONS DAILY CLOCK IN/OUT REQUIREMENTS MULTIPLE POSITIONS 2 VIEWING HOURS WORKED 2
More informationGILMER COUNTY SCHOOLS Policy No POLICY MANUAL
GILMER COUNTY SCHOOLS Policy No. 5010 POLICY MANUAL TITLE: OVERTIME FLSA COMPLIANCE 1. General. This policy is intended to ensure that overtime/compensatory time for nonexempt employees is paid in compliance
More informationTitle: Timekeeping Standards
Title: Timekeeping Standards POLICY Owner: Human Resources Keywords: timekeeping, KRONOS, payroll # HR.309 Issued: 4/9/03 I. Statement of Purpose Kaleida Health requires that each employee report accurate
More informationBORGER ISD FAIR LABOR STANDARDS ACT BULLETIN FLSA. Personnel Services. Excellence Begins Now Borger ISD
BORGER ISD FAIR LABOR STANDARDS ACT BULLETIN FLSA Personnel Services Excellence Begins Now Borger ISD www.borgerisd.net 1 DEFINITIONS BREAKS WAGE and HOUR GUIDLINES Breaks are not required by Federal,
More informationKRONOS Workforce Central Suite
Denver Public Schools KRONOS Workforce Central Suite Principals / Department Managers Guide for Kronos Version 6.3 Roles and Responsibilities As a Kronos Manager you will be responsible for reviewing and
More informationPayroll and Business Services
1) Roles and Responsibilities As a Kronos Manager you will be responsible for reviewing and approving your employee's timecards assigned to your school or department. Supervisor Level: Compliance with
More informationSUMMARY: POLICY: Policy Title: Minimum Wage and Overtime Compensation
Policy Title: Minimum Wage and Overtime Compensation Policy Number: HREO-129 Policy Approved: June 2015 Policies Superseded: 1229 Created/Revised: August 2011, July 2014, June 2015 Responsible Office:
More informationUNIVERSITY OF ROCHESTER
UNIVERSITY OF ROCHESTER OFFICE OF HUMAN RESOURCES COMPENSATION DIVISION HR COMPLIANCE TRAINING FEDERAL & NEW YORK STATE LABOR LAW It is the responsibility of each individual faculty or staff member acting
More informationTime System Guidelines and Procedures for Employees
I. INTRODUCTION Time System Guidelines and Procedures for Employees The Jefferson County Board of Education is transitioning into the use of an electronic time tracking system called mytime which will
More informationDayton ISD. Time Clock Policy and Guidelines
Dayton ISD Time Clock Policy and Guidelines Table of Contents 1. INTRODUCTION 2. OFFICIAL TIME OF RECORD 3. EMPLOYEE TIME REPORTS 4. DISD ID NUMBER 5. CLOCK LOCATIONS 6. DAILY CLOCK IN/OUT REQUIREMENTS
More informationExempt and Non-Exempt Employees: What the Distinction Means for Unit 4 Members
Exempt and Non-Exempt Employees: What the Distinction Means for Unit 4 Members Lee Norris, Barbara Petersen, Bernhard Rohrbacher APC Labor Relations Team Contact for Questions: brohrbacher@apc1002.org
More informationYour Talent, Your Time. June 2015
Your Talent, Your Time 1 Williams-Sonoma, Inc. Pay and Break Rules Training June 2015 Your Talent, Your Time 2 Executive Leadership A MESSAGE FROM LINDA LEWIS I wanted to take a moment to thank you for
More informationCOMPANY ORIENTATION POLICIES AND PROCEDURES
Your next move matters, make it count! COMPANY ORIENTATION POLICIES AND PROCEDURES Congratulations, with this assignment, you are now an employee of ADVANCE CAREER SERVICES (ACS), an Equal Opportunity
More informationSECTION D TIME CLOCK POLCY AND GUIDELINES
SECTION D TIME CLOCK POLCY AND GUIDELINES INTRODUCTION D-1 OFFICIAL TIME OF RECORD D-1 EMPLOYEE TIME REPORTS D-1 MISD ID BADGE AND EMPLOYEE ID NUMBER D-1 CLOCK LOCATIONS D-1 DAILY CLOCK IN/OUT REQUIREMENTS
More informationWAGE AND HOUR COVERAGE ENHANCEMENT SUPPLEMENTAL APPLICATION
WAGE AND HOUR COVERAGE ENHANCEMENT SUPPLEMENTAL APPLICATION Applicant Name I. INCREASED MINIMUM SALARY QUESTIONS With regard to the Department of Labor s increased minimum salary threshold for employees
More informationTime & Labor Training for Employees
Time & Labor Training for Employees Our goals today Guide and teach you how to capture and edit time and labor in HRMS Enhance your ability to remain compliant with federal and NYS labor laws Ensure all
More informationDEPARTMENT OF HUMAN RESOURCES FAIR LABOR STANDARDS ACT (FLSA) GUIDELINES
DEPARTMENT OF HUMAN RESOURCES FAIR LABOR STANDARDS ACT (FLSA) GUIDELINES Updated October 2017 TABLE OF CONTENTS 1. Definition and General Provisions of FLSA 2. Effect of Bargaining Unit Agreements 3. Non-exempt
More informationGEORGIA DEPARTMENT OF JUVENILE JUSTICE I. POLICY:
GEORGIA DEPARTMENT OF JUVENILE JUSTICE Applicability: {x} All DJJ Staff { } Administration { } Community Services { } Secure Facilities Chapter 3: PERSONNEL Subject: WORK HOURS Attachments: A DJJ Time
More informationWage and Hour Issues in the Workplace: Understanding the Fair Labor Standards Act (FLSA) April 3, 2019
Wage and Hour Issues in the Workplace: Understanding the Fair Labor Standards Act (FLSA) April 3, 2019 Jen Rick, Human Resources Colleen Treml, Office of Legal Affairs Objectives Understand legal provisions
More informationFLSA Resource Guide. October Cascade Employers Association
FLSA Resource Guide This guide is intended to help you comply with new rules under the Fair Labor Standards Act regarding overtime and employee classifications. October 2016 Cascade Employers Association
More informationTime Records, Rest Breaks, and Meal Periods Policy. A. Overview. B. Responsibilities
Page 1 of 5 A. Overview Audience: This policy applies to all U.S. Best Buy employees except those in California locations. For California locations see the California Time Records, Rest Breaks and Meal
More informationTHE LANGUAGE USED IN THIS DOCUMENT DOES NOT CREATE AN EMPLOYMENT CONTRACT BETWEEN THE EMPLOYEE AND COASTAL CAROLINA UNIVERSITY
Policy Title: Minimum Wage and Overtime Policy Number: FAST-HREO 216 Created: August 2011 Policies Superseded: 1229; HREO-129 Revised: July 2014, June 2015, December 2016, April 2018 Policy Management
More informationTIMECLOCK PLUS EMPLOYEE USER GUIDE TOLLESON ELEMENTARY SCHOOL DISTRICT 17
TIMECLOCK PLUS EMPLOYEE USER GUIDE. TOLLESON ELEMENTARY SCHOOL DISTRICT 17 Contents TimeClock Procedures...3 Introduction...3 Login...4 Clock In/Clock Out...5 Change Job Code 6 View Hours and Approve Time...9
More informationPolicy 8.11R OVERTIME, COMPTIME, AND COMPLYING WITH FLSA Effective: 7/1/2017
Policy 8.11R OVERTIME, COMPTIME, AND COMPLYING WITH FLSA Effective: 7/1/2017 The Russellville School District shall comply with those portions of the Fair Labor Standards Act (FLSA) that relate to the
More informationSTATE BOARD FOR TECHNICAL AND COMPREHENSIVE EDUCATION PROCEDURE
PAGE: 1 of 7 TITLE: OVERTIME COMPENSATION POLICY REFERENCE NUMBER: 8-2-104 DIVISION OF RESPONSIBILITY: Human Resource Services DATE OF LAST REVISION: June 9, 2017 DISCLAIMER PURSUANT TO SECTION 41-1-110
More informationWhat Supervisors Need to Know Fair Labor Standards Act April L. Wood, Human Resources Manager, CALS VT 6/27/2014
What Supervisors Need to Know Fair Labor Standards Act April L. Wood, Human Resources Manager, CALS VT 6/27/2014 bjectives You will better understand: The basic requirements of Fair Labor Standards Act
More informationGIVE ME A BREAK. The issue of breaks has caused many business owners in California to come close to the
GIVE ME A BREAK The issue of breaks has caused many business owners in California to come close to the breaking point. In California, employees must be able to take a 10 minute rest break for every 4 hours
More informationARTICLE XIV MISCELLANEOUS PROVISIONS
13.3 The obligation to pay a fair share fee to the Union shall not apply to any employee who, on the basis of a bona fide religious tenet or teaching of a church or religious body of which such employee
More informationSOUTH CAROLINA STATE UNIVERSITY PERSONNEL POLICIES AND PROCEDURES MANUAL
SECTION: FLSA and Classification and Compensation Administration Section: II Subject: A.4 SUBJECT: Overtime/Compensatory Time Effective: 11/7/2014 Revised: 09/25/2014 THE LANGUAGE USED IN THIS DOCUMENT
More informationSUBJECT: Effective Date: Policy Number: Facilities & Safety Attendance Policy for
SUBJECT: Effective Date: Policy Number: Facilities & Safety Attendance Policy for 4/27/16 FSP 2016 FS0008 Non-Exempt and OPS Employees Supersedes: Page Of FSP 2013 RM0010 1 6 Responsible Authority: Associate
More informationUAB Fair Labor Laws and Policy Supervisor Resource Guide
Page 1 CONTENTS A Supervisor s Responsibility... 3 Fair Labor Laws and Policies at UAB... 4 General Information... 4 The FLSA Covers... 4 Managing Nonexempt Employees According to the FLSA... 5 Nonexempt
More informationHERNANDO COUNTY Board of County Commissioners
HERNANDO COUNTY Board of County Commissioners Policy Title: Effective Date: April 24, 2018 Employee Compensation Revision Date(s): April 24, 2018 Latest Review: February 9, 2018 Policy Statement It is
More informationALLEGHENY COUNTY DEPARTMENT OF HUMAN RESOURCES
ALLEGHENY COUNTY DEPARTMENT OF HUMAN RESOURCES Policies and Procedures Family and Medical Leave Act Leave of Absence Policy Number: Employee Benefits, #18 Date Issued: February 24, 2015 This policy supersedes
More informationFLSA UPDATE August 18, 2016
FLSA UPDATE August 18, 2016 WHAT IS FLSA? Federal law designed to protect workers from abuse by employers. Exempt Must work until the job is done Not entitled to overtime pay or comp time Non-exempt May
More informationINTERNAL OPERATING PROCEDURE. Procedure No. _HR-2005_. Revision(s) 06/27/1996; 02/01/2006; 02/01/2007; 1/26/2017 Related References Purpose
Florida A & M University Office of Human Resources INTERNAL OPERATING PROCEDURE Procedure No. _HR-2005_ Subject: Overtime and Compensatory Time Authority: Rule 60L-34.0031 Florida Administrative Code;
More informationExempt Employee: An employee who is not covered by the overtime provisions of the Fair Labor Standards Act (FLSA).
GEORGIA DEPARTMENT OF JUVENILE JUSTICE Applicability: {x} All Employees { } Administration { } Community Services { } Secure Facilities Transmittal # 18-7 Policy # 3.31 Related Standards & References:
More informationFLSA Transition and Information for Employees
FLSA Transition and Information for Employees FLSA classifications of exempt and non-exempt refers to a legal designation of the employee s job, and in no way refers to the value placed on an employee
More informationHERNANDO COUNTY SCHOOL DISTRICT
HERNANDO COUNTY SCHOOL DISTRICT FAIR LABOR STANDARDS ACT (FLSA) COMPLIANCE MANUAL Revised 2017 TABLE OF CONTENTS I Overview of the FLSA.... 3 II Exempt and Non-Exempt Designation...... 4 III Exempt Employee
More informationCompensable Time Policy
Compensable Time Policy Unit: Human Resources Effective Date: 12/1/16 Revision Date: 4/2/17 Contact: Nancy Whittaker Title: Associate Vice President for Human Resources Purpose This policy is intended
More informationChange in Overtime Regulations - Frequently-Asked Questions
Change in Overtime Regulations - Frequently-Asked Questions 1. What is the Fair Labor Standards Act (FLSA)? The FLSA is a federal law that establishes minimum wage, overtime pay, recordkeeping, and youth
More informationMARICOPA COUNTY SHERIFF S OFFICE POLICY AND PROCEDURES
MARICOPA COUNTY SHERIFF S OFFICE POLICY AND PROCEDURES Subject COMPENSATION AND THE AUTOMATIC DATA PROCESSING (ADP) SYSTEM Related Information Maricopa County Policy: HR2415; HR2418; B7000; B7004; B7006;
More informationTHE CITADEL The Military College of South Carolina 171 Moultrie Street Charleston, SC MEMORANDUM 29 January 2010 NUMBER
THE CITADEL The Military College of South Carolina 171 Moultrie Street Charleston, SC 29409. MEMORANDUM 29 January 2010 NUMBER 2-110 Overtime Policy I. Purpose The use of overtime should be an exception
More informationHERNANDO COUNTY Board of County Commissioners
HERNANDO COUNTY Board of County Commissioners Policy Title: Effective Date: February 11, 2014 Pay Plan and Employee Compensation Policy Revision Date(s): March 12, 2013 October 16, 2013 October 24, 2017
More informationTen Ways to Stay Out of Court. October 10, 2018
Ten Ways to Stay Out of Court October 10, 2018 NFIB Small Business Legal Center We are the voice for small business in the courts and the legal resource for small business owners nationwide. While the
More informationKENNETH L. HERMON, JR., PHR, IPMA-CP
CERTIFICATION Copy below is hereby certified to be a true and correct copy of regulations repealed, amended and adopted, pursuant to authority granted in 3 V.I.C. 452 (b)(7), by the Director of Personnel.
More informationof the Employee for just cause? If not, what shall be the remedy?" A record was made, and briefs
Rubin #1 IN THE MATTER OF ARBITRATION BETWEEN: Employer AND Union A hearing was held on October 12, 1995, on the following stipulated issue: "Was the discharge of the Employee for just cause? If not, what
More informationWage-Hour Manual For Employees HOOVER CITY SCHOOLS Learning for Life 2810 Metropolitan Way Hoover, AL (205)
Wage-Hour Manual For Employees HOOVER CITY SCHOOLS Learning for Life 2810 Metropolitan Way Hoover, AL 35243 (205) 439-1000 www.hoovercityschools.net EQUAL EDUCATIONAL OPPORTUNITIES (Board policy, 6.6)
More informationU.S. Department of Labor's Fair Labor Standards Act (FLSA): 2016 Changes
The Office of Human Resources U.S. Department of Labor's Fair Labor Standards Act (FLSA): 2016 Changes Guide for Kenyon College Supervisors A Brief Guide to the U.S. Department of Labor s Fair Labor Standards
More informationDOWNINGTOWN AREA SCHOOL DISTRICT SCHOOL BOARD POLICY SECTION: SUPPORT EMPLOYEES
0 ADMINISTRATIVE GUIDELINES FOR. TIME CLOCK I. INTRODUCTION The Downingtown Area School District (District) utilizes an electronic time tracking system. The electronic time tracking system will enable
More informationEffingham County Board of Commissioners
Effingham County Board of Commissioners THE OFFICE OF HUMAN RESOURCES EMPLOYMENT POLICIES SECTION 3: PAY FOR PERFORMANCE 3.01 POSITION CLASSIFICATION PLAN 3.02 PAY PLAN 3.03 COMPENSATION 3.04 HOURS OF
More informationAll employees are required to keep time records. However, there is a difference between Exempt and Non-Exempt employees.
What employees are required to keep timecards? All employees are required to keep time records. However, there is a difference between Exempt and Non-Exempt employees. Who are Non-Exempt employees? Non-Exempt
More informationThe contents of this sample are not to be regarded as legal advice. individuals with particular questions should seek advice of counsel.
Sample Drug, Alcohol, and Contraband Policy This sample reflects only one generic approach. Legal obligations differ among U.S. jurisdictions and among industries. For purposes of this presentation paper,
More informationMontgomery I.S.D Payroll Procedures Manual
Montgomery I.S.D. 2017-2018 Payroll Procedures Manual Table of Contents SECTION A GENERAL INFORMATION 01. INTRODUCTION... 2 02. LOCATION........ 2 03. PAYROLL CONTACT INFORMATION... 2 04. PAY DATES & PAYROLL
More informationHERNANDO COUNTY Board of County Commissioners
HERNANDO COUNTY Board of County Commissioners Policy Title: Effective Date: February 11, 2014 Pay Plan and Employee Compensation Policy Revision Date(s): March 12, 2013 October 16, 2013 Latest Review:
More informationTemple University. Rules of Conduct
Temple University Rules of Conduct Disclaimer The Temple University Employee Manual sets forth the expected standards of conduct and performance of Temple University employees. The official copy of policies
More informationRegulation of the Chancellor
Regulation of the Chancellor Category: PERSONNEL Issued: 6/9/09 Number: C-175 Subject: PER SESSION EMPLOYMENT Page: 1 of 1 SUMMARY OF CHANGES This regulation governs the provision of per session services
More informationPERSONNEL POLICIES CITY OF SAMMAMISH PERSONNEL POLICIES
PERSONNEL POLICIES CITY OF SAMMAMISH PERSONNEL POLICIES Subject: Hours and Attendance Number: POL-4 Page: 1 of 3 Effective Date: April 5, 2000 Amended: Approved: Council Approval 4.1 WORKING HOURS The
More informationPolicy. Applies To: UNM Hospitals Responsible Department: Human Resources Revised: 7/2015
1. POLICY STATEMENT The purpose of this policy is to provide for the use of the Kronos time system in order to accurately record all hours worked by employees. 2. DETAILED POLICY STATEMENT It is the policy
More informationDepartment of Human Resources Medical Leave Program City and County of San Francisco
Department of Human Resources Medical Leave Program City and County of San Francisco 1 2 PROTECTED LEAVES FMLA/CFRA ADA/FEHA Pregnancy Disability Leave (PDL) Sick Leave Ordinance (SLO) (waived by some
More informationMontgomery I.S.D Payroll Procedures Manual
Montgomery I.S.D. 2016-2017 Payroll Procedures Manual Table of Contents SECTION A GENERAL INFORMATION 01. INTRODUCTION... 2 02. LOCATION........ 2 03. PAYROLL CONTACT INFORMATION... 2 04. PAY DATES...
More informationYale Absence Management
What are the types of leaves of absence available to Yale employees? Leave of Absence Process Managers There are many different types of leaves, including: a leave for one s own serious health condition,
More informationTEMPLE UNIVERSITY WORK RULES
TEMPLE UNIVERSITY WORK RULES TABLE OF CONTENTS PAGE INTRODUCTION Other Work Rules 1 Responsibilities as a Temple Employee 1 Disciplinary Policy 2 Enforcement 2 Cumulative Violations and the 12 Month Rule
More informationLeaves and Absences other than FMLA and Workers. Compensation Leaves
LINCOLN UNIVERSITY Policy: Leaves and Absences other than FMLA and Workers Policy Number: HRM 112 Effective Date: July 1, 2009 Revision(s): Replaces University Policies #412 Leave Time and #415 Leave Time
More informationHOURS OF WORK & OVERTIME
HOURS OF WORK & OVERTIME What is the purpose of the Employment Standards Act, 2000 (ESA)? The ESA sets out rights of employees and requirements that apply to employers in most Ontario workplaces. What
More informationFLSA Fair Labor Standards Act
FLSA Fair Labor Standards Act Staff Information and Training Dawn Miller, Sr. HR Generalist November 14, 2016 1 Welcome and Agenda Overview of the FLSA and upcoming changes Difference between exempt and
More informationFrom the district s home page, select departments and go to the Payroll BOPM
2014-15 From the district s home page, select departments and go to the Payroll BOPM The Payroll BOPM is a good resource for all employees. The list is alphabetical and you can find answers regarding your
More informationGuide to Navigating the Proposed Overtime Regulations
Guide to Navigating the Proposed Overtime Regulations Table of Contents Section I Introduction 2 Section II The FLSA: Let s Get Back to Basics 3-6 -FLSA Coverage -Enterprise Rule -Individual Employee Coverage
More informationFederal Law Update. The New FLSA Overtime Exemption Rules. AIM HR Solutions. Presented by : Russ Sullivan. www. aim net. org
Federal Law Update The New FLSA Overtime Exemption Rules Presented by : Russ Sullivan AIM HR Solutions @AIMHRSolutions #AIMHR blog.aimnet.org www. aim net. org 617. 262. 1180 Session Overview Challenges
More information2) Increased Efficiency To ensure faster turn-around, elimination of errors, and reduced hours dedicated to payroll. 3) Full Automation
1) Assured Compliance with state and federal laws To ensure the Foundation keeps up with and complies with the strict and ever changing payroll regulations 2) Increased Efficiency To ensure faster turn-around,
More informationRevised HealthPoint Attendance and Tardiness Policy. The only change is under Tardiness #5 effective 1/1/16. POLICY & PROCEDURE
Revised HealthPoint Attendance and Tardiness Policy. The only change is under Tardiness #5 effective 1/1/16. POLICY & PROCEDURE TITLE: Attendance and Tardiness Scope/Purpose: To maintain a productive work
More informationProcedure: 4.2.1p Working Hours, Overtime, and Compensatory Time
Procedure: 4.2.1p Working Hours, Overtime, and Compensatory Time Revised: March 13, 2018; September 15, 2010 Last Reviewed: March 13, 2018 Adopted: January 17, 2001 I. PURPOSE: All employees of the Technical
More informationNOTICE OF HIRE EMPLOYMENT STATUS AND ACKNOWLEDGEMENT OF WAGE RATE(S)
NOTICE OF HIRE EMPLOYMENT STATUS AND ACKNOWLEDGEMENT OF WAGE RATE(S) Notice of Hire (Check only one) At Hire Current Employee Annual Current Date Before a change in pay rate(s) or payday Effective Date:
More informationJoyner Library Procedure Manual
Joyner Library Procedure Manual 400.50 Subject: Time Keeping, Attendance and Leave Reporting Title: Kronos Implementation in Academic Library Services Administrative Procedure Date Issued by Administration:
More informationCalifornia Supreme Court Provides Guidance On Meal And Break Requirements
Labor and Employment Client Service Group To: Our Clients and Friends April 13, 2012 California Supreme Court Provides Guidance On Meal And Break Requirements On April 12, 2012, the California Supreme
More informationTo receive a year s service credit an employee must have 140 or more paid days during a school year.
MEMO To: Employee From: Diana Heidelberg Human Resource Supervisor RE: FMLA LEAVE OF ABSENCE The law requires that we track all employee leave of absences. In our district, we start the tracking process
More informationNovember 2010 Presented by WSU Human Resources
FLSA Supervisor Training November 2010 Presented by WSU Human Resources Why Are We Here? Several issues with Fair Labor Standards Act (FLSA) identified FLSA Review Team formed in January Chartered to review
More information1. Which employees are eligible for Family Medical Leave Act (FMLA) qualifying leave?
FREQUENTLY ASKED QUESTIONS 1. Which employees are eligible for Family Medical Leave Act (FMLA) qualifying leave? An "eligible employee" is a State employee who: a) Has been employed by the State for at
More informationCOUNTY OF SUMMIT. Substance Abuse Policy
COUNTY OF SUMMIT Substance Abuse Policy January 1, 2015 COUNTY OF SUMMIT SUBSTANCE ABUSE POLICY: It is the policy of the County of Summit Human Resource Department (HRD) to comply with Section 169.28 of
More informationTSA MD Handbook. Hours of Duty for Special Operational Needs
TSA MD 1100.61-2 Handbook Hours of Duty for Special Operational Needs Effective: August 8, 2008 1 This Handbook and all related Attachments and/or Appendices contain stipulations to implement the provisions
More informationNEW YORK STATE BAR ASSOCIATION. LEGALEase. Labor and Employment Law. New York State Bar Association 1
NEW YORK STATE BAR ASSOCIATION LEGALEase Labor and Employment Law New York State Bar Association 1 What is Labor and Employment Law? This pamphlet is intended to provide Employers and Employees with general
More informationPurpose To ensure that Rensselaer s faculty and staff are paid competitively within defined relevant labor markets.
700.1 Compensation Philosophy Purpose To ensure that Rensselaer s faculty and staff are paid competitively within defined relevant labor markets. Policy Rensselaer Polytechnic Institute s compensation
More information"Base Daily Hours" Average hours that an employee will work in a normal workday.
2490 Payroll PURPOSE: To establish the College s payroll procedure regarding pay schedules, classification, absences and to comply with the requirements of the Fair Labor Standards Act. DEFINITIONS "Base
More informationGEORGIA DEPARTMENT OF HUMAN SERVICES Human Resource/Personnel Policy #1001 FAIR LABOR STANDARDS ACT
GEORGIA DEPARTMENT OF HUMAN SERVICES Human Resource/Personnel Policy #1001 FAIR LABOR STANDARDS ACT Effective Date: November 29, 2010 Release Date: February 1, 2001 Revised: September 21, 2017 REFERENCE:
More informationVersiti Policy Manual
Versiti Policy Manual As Versiti policies become finalized we will add them to this document. As of November 22, 2017 there are three: Employment Classification & Status Policy.... 2 Holiday Policy.. 4
More informationPresenter: Aaron N. Colby
California Employment Law Update: June 2017 Presenter: Aaron N. Colby Tel: (213) 633-6882 aaroncolby@ www./people/aaronncolby Absent From Work Which Bucket(s)? Holidays Vacation Paid Sick Leave Family
More informationGUIDE TO STUDENT EMPLOYMENT:
GUIDE TO STUDENT EMPLOYMENT: Information for New Hires and Returning Student Staff DRURY UNIVERSITY Human Resources 1 Table of Contents Imporatant Contact Information...3 Purpose of this Guide.4 Getting
More informationFlorida State University Policy OP-C-7-H Other Personal Services (OPS)
Florida State University Policy OP-C-7-H Other Personal Services (OPS) Effective Date: As soon as 21-day notice runs and on final approval This policy applies to the OPS pay plan, which is reserved for
More informationLeaves Absence Parental Leave Bereavement
Leaves of Absence We understand that there may be times when you need extended time off for different reasons. We offer different leaves of absence including Family & Medical, Parental, Military, Bereavement,
More informationTo enhance mission performance, TSA is committed to promoting a culture founded on its values of Integrity, Innovation and Team Spirit.
OFFICE OF HUMAN CAPITAL To enhance mission performance, TSA is committed to promoting a culture founded on its values of Integrity, Innovation and Team Spirit. NOTE: Pursuant to Section 101 of the Aviation
More informationLabor Contracts Act. (Act No. 128 of December 5, 2007)
Labor Contracts Act (Act No. 128 of December 5, 2007) Chapter I General Provisions (Articles 1 to 5) Chapter II Establishment of and Changes to a Labor Contract (Articles 6 to 13) Chapter III Continuation
More informationMarch 22, Internal Audit Report Municipal Payroll Review Finance Department
Internal Audit Report 2005-3 Introduction. The Municipality of Anchorage has a complex payroll system that includes nine unions, a wide variety of work schedules and leave plans, and serves about 2,900
More informationPay Now or Pay Later: Compliance with New Wage and Hour Requirements
Higher Education Institute: Avoiding Compliance Pitfalls Across Your Campus From Admissions to the Title IX Office to the Board Room Pay Now or Pay Later: Compliance with New Wage and Hour Requirements
More information