If you are working for a third consecutive weekend, you will be paid the overtime rate for that weekend and any subsequent consecutive weekends afterwards. This does not apply to employees who are hired exclusively to work weekends or who request to exchange shifts with other employees to work weekends. The Government will make every reasonable effort to schedule your shifts to allow you to regularly attend educational courses.
If you are scheduled to work between midnight and or are required to travel during these hours to perform overtime work, the Government will provide transportation or the cost of commercial transportation between your home and the workplace. Standby is where you must be available during off duty hours and have been placed on standby status. You will be paid one hours pay at your base salary for each eight 8 consecutive hours or portion thereof that you are on standby.
If you are on standby on a day of rest or a designated paid holiday, you will be paid one and one-half hours pay at your base salary for each eight 8 consecutive hours or portion thereof that you are on standby. When you are on standby and you are required to return to the workplace, you will be paid at the appropriate overtime rate with a minimum of four hours pay at the straight time rate.
Each following call to report to work during the same eight-hour period will be at the appropriate overtime rate for the actual hours worked. When you report to work during standby, and are required to use transportation services other than the normal public transportation service, you will be paid the actual cost of commercial transportation each way.
If you use your personal motor vehicle, you will be paid the appropriate distance rates specified in the Duty Travel Section of this handbook. When you are on standby and you are required to work by responding by phone, email or other electronic means and are not required to return to the workplace, you will be compensated at the greater of:. The minimum payment of one hour at the overtime rate, as specified in the Overtime section of this handbook, does not apply.
Call-Back is when you are recalled by the Employer to a place of work for a specific duty. You will be compensated the greater of:. When you report to work as a Call-Back, and are required to use transportation services other than the normal public transportation service, you will be paid the actual cost of commercial transportation each way.
If you are required to work during off duty hours by responding by phone, email or other electronic means and are not required to return to the workplace, you will be compensated at the greater of:. You will also be paid shift premium for all overtime hours worked immediately before and after the regularly scheduled hours above, but not for other overtime hours.
Standard Work Schedules include a 7. To enable employees to accommodate their personal circumstances, family obligations and responsibilities, the Government may agree to alter the standard work schedule if operational requirements permit and there is no cost to the Government.
A request for a non-standard work schedule must be initiated by the employee and approved by the Director. If you are required to work regularly with a video display terminal, you may take a ten-minute break away from the video display terminal after each hour of continuous operation. These breaks are not to be construed as the regular morning or afternoon coffee break. Two employees may seek approval to share the hours of one full-time position.
A work schedule is developed by the supervisor and the employees. Each employee is treated as a part-time employee and all benefits are pro-rated except for medical transportation assistance, dental and other medical insurance plans. The job share arrangement can be terminated at any time by the employees or the supervisor with reasonable notice. If only one of the employees wishes to terminate the agreement, there will be a one-month period in which to find a replacement.
Job share employees are entitled to removal on initial appointment and ultimate removal assistance except where you receive assistance to return to your point of hire and back to the community of employment after each rotation the following will apply:.
Part-time employees are eligible for all benefits set out in this Handbook on a pro-rated basis. This includes northern allowance. Part-time employees who work 12 or more hours per week are required to contribute to the Superannuation Plan. If a part-time employee works more than one-third of the normally scheduled full-time hours for their occupational group, they are eligible to participate in the Public Service Management Insurance Plan and they must take Long Term Disability Insurance coverage.
Casual employees are hired for a specific period to do work of a temporary nature. The work term is usually less than six months. Casual employees who have service that has not been broken by more than 30 working days will be deemed to have continuous service.
Pay ranges are set out in Appendix A. Other terms and conditions of employment for casual employees are set out in the Human Resource Manual. To deliver programs effectively, departments may need work to be done outside of scheduled working hours.
The Public Service Regulations provide that a Deputy Head may require an employee to work more than his or her daily or weekly standard hours or on a holiday where, in the Deputy Head's opinion, the workload so requires. You are entitled to overtime compensation for each completed 15 minutes of overtime worked subject to a minimum payment of one 1 hour at the overtime rate. Your supervisor will make every reasonable effort to assign overtime work equitably and to give you reasonable notice.
This is subject to operational requirements. You may, for cause, refuse to work overtime. In accordance with T. When an employee is within two 2 days of the maximum, annual leave may be used throughout the pay period. Any employee whose annual leave balance is not within the two 2 day maximum at the beginning of the pay period must use compensatory time during the entire pay period.
When cash payment is made for overtime, it shall be calculated at the rate earned by the employee at the time of the payment.
However, where cash payment is made upon termination, the employee shall be paid for accrued compensatory time at the higher of the following:. Information must be provided to every non-exempt employee explaining the overtime provisions of the Fair Labor Standards Act FLSA , and their rights and obligations under those provisions.
See Attachment A. Exempt employees must be paid a set amount of money that does not change each week regardless of the quantity or quality of work performed. Intermittent leave under the Family Medical Leave Act does not defeat the salary basis of an exempt employee pursuant to 29 C. Pursuant to 29 C. Such deductions are carried out pursuant to a written policy that is applied uniformly to all employees;.
Prior to imposing this action, institutions must provide in their written policies for this disciplinary option. Such suspensions must be for serious conduct violations only, and not for performance issues. For instance, an employee may be placed on an unpaid suspension for violation of the sexual harassment or workplace violence policy.
If the employee performs any work during the suspension period, such as responds to phone calls from the office regarding work, or reads and responds to work-related emails, etc. If the institution does not have such a uniformly applied written policy, it may suspend an exempt employee for part of a week with pay, or suspend the employee for an entire workweek without pay.
With or without such a policy, any employee suspended without pay is entitled to the opportunity for an institutional hearing or a hearing held pursuant to the Tennessee Uniform Administrative Procedures Act.
Improper Deductions from Pay. Therefore, institutions must include similar prohibitions within their policies. An exempt employee who believes an improper deduction has been made from their pay may file a complaint by notifying the Director of Human Resources in writing, stating the amount of the alleged improper deduction, if possible, and the basis for believing the deduction to have been made improperly.
If, after a review of the appropriate records, it is determined that there was an improper deduction, the institution shall reimburse the employee in the appropriate amount.
The accrual of annual leave shall be recorded in hours and tenths of hours according to the following schedule for regular clerical and support personnel who work full-time. Annual leave hours accumulated in excess of the maximum accumulation carried forward will be transferred to sick leave on July 1 each year.
Regular full-time executive, administrative and professional personnel, and twelve-month academic personnel shall accrue annual leave at a rate of 15 hours per month or hours per year. The maximum total accumulation within the fiscal year is hours, and the maximum accumulation that can be carried forward to the next fiscal year shall be hours. The accrual of sick leave will also be recorded in hours and tenths of hours. All regular full-time employees shall accrue 7.
Institutions shall account for and report leave usage in units of hours and tenths of hours according to the schedule under I. Application and Scope. Leave balances on record for individual employees as of December 31, , were converted to hours and tenths of hours and were carried forward upon implementation of the They were not reduced to reflect the lower accrual rates or maximum accumulation limits. The conversion to a All regular employees are, in accordance with the Board policy on retirement no.
In order to be eligible for membership in the State of Tennessee Group Plan a regular employee must work a minimum of 30 hours per week. The The basis of a MODFY appointment is the existence of a full-time position for less than twelve months per year. Here, as in all Board policy, full-time is determined by number of hours worked per week, not months served per year. Therefore, the implementation of the In conjunction with the Board's general personnel policy no. The definition of "full-time teaching load" has not been altered as a result of the Faculty office hours will continue to be determined by the president or designee.
Where professional librarians maintain a standard workweek comparable to administrative employees, their work schedule should reflect Exceptions to any of the procedural guidelines above must receive advanced approval from the Chancellor.
Any hours worked between There should be specific permission requested and authorized each time from your supervisor before beginning work early i. Any time worked beyond 7. Time cannot be volunteered. A non-exempt employee must receive pay or comp time for all hours worked.
A supervisor is in violation of the law if a non-exempt employee is permitted to work extra time without compensation. The FLSA states that an employee does not have the right to refuse overtime. A supervisor has the right to schedule comp time instead of paying overtime. If this is done within the same workweek, it is given off at equal time. If comp time is given off within the pay period, though not within the same workweek, it is at time and one-half.
In determining whether to pay extra hours at straight time or overtime, time actually worked plus holiday hours are counted. Examples are shown below:.
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