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Compensatory Time: means an amount of time, or portion thereof, that an employee receives in lieu of payment for overtime and which is equal to overtime, i.e., an hour of overtime equals one and one-half hours of compensatory time.
Eligible employee: means a member of the professional support staff whose position qualifies for overtime compensation as required by the Fair Labor Standards Act, as amended.
FLSA: means the Fair Labor Standards Act, as amended, and its regulations.
Overtime: means an amount of time, or portion thereof, that an employee works and that exceeds the work week or work period as identified in Board Policy. On March 31, 2003, the Chancellor's Cabinet provided a confirmation to the DCCCD Overtime policy. This confirmation means that an individual eligible for overtime can only be granted time and a half pay when he/she has physically worked a full 40-hour week. The calculation for overtime pay cannot include hours counted as holidays, vacation or other nonworked time as time served toward overtime. As this is the current policy, it remains in effect and all overtime/compensatory time should follow the parameters set out by this policy.
Exempt/Non-exempt: District Human Resources, within guidelines set out in federal regulations, shall determine the classification of positions or employees as "exempt" or "non-exempt" for purposes of compliance with the Fair Labor Standards Act (FLSA). Generally, administrative, faculty, professional and supervisory personnel are considered "exempt" under FLSA. Note: In accordance with revised Department of Labor guidelines, effective Aug. 23, 2004, all job titles in Ranges 1 through 5 on the PSS-General schedule have been classified as "non-exempt."
Non-exempt: Non-exempt employees may be compensated on an hourly basis or on a salary basis. Employees who are paid on an hourly basis shall be compensated for all hours worked. Employees who are on a salary basis or paid for a 40-hour work week do not earn additional pay unless the employee works more than a 40-hour week.
A non-exempt employee shall have the approval of his or her supervisor before working overtime. An employee who works over-time without prior approval is subject to discipline but shall be compensated accordance with the FLSA. [See DEA (REGULATION)]
1. A supervisor shall not schedule more than 20 hours of overtime per employee per month without written approval of the President at college locations or the Chancellor/Vice Chancellor/Assistant Chancellor at District office. 2. An employee may not work more than 14 hours per day. 3. A non-exempt employee may not work more than five (5) consecutive hours without at least a 30-minute period of rest.