Company Overtime Policy
From time to time, it may be necessary for you to perform overtime work. All overtime must be approved by your Supervisor or a Manager in writing before the overtime hours are worked, to the extent practicable depending upon the nature of the work and demands of the job. Employees are paid overtime at the rate of one and one-half (1 ½) times their regular rate for hours worked in excess of 40 hours in one workweek. If an employee is paid more than one pay rate, all straight time pay will be paid at the rate in effect at the time worked and overtime will be paid at one-half (0.5) times of the employee’s “Regular Rate.” “Regular Rate” is a term used by the Fair Labor Standards Act and is determined by adding all straight-time compensation paid in a workweek (except statutory exclusions) and dividing that amount by the total number of hours worked in that same workweek. The FLSA statutory exclusions include without limitation paid time off (PTO) hours, which do not count as “hours worked” for purposes of calculating overtime for non-exempt employees. PTO pay for actual time off and holiday premium pay are also FLSA statutory exclusions that are not included in overtime pay calculations for non-exempt employees. Any unauthorized overtime worked will be paid; however, working unauthorized overtime may subject you to discipline up to and including termination. Employees are strictly prohibited from working off the clock; you must report all of your working time to the Company. When it is necessary to work overtime, you are expected to cooperate as a condition of your employment unless your absence is protected by law. By signing below, you acknowledge understanding this policy, as well as the Company’s policy about reporting pay errors to your Supervisor or a Manager on page 39.
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Employee’s Printed Name Position
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Employee’s Signature Date
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Company Authorized Signature Date