Agenda - Council - 07/23/1985 - Laserfiche WebLink

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'.1 June 6, 1965 IBoard of Commi~sioners Page 2 NON-EXEMPT EMPLOYEES I 1. Record keeping requirement - 29 C.F.R. Pert 5162 Time record, must be kept indieltlng total hours worked each work day Ind each work week. Time clocks are not required. I/ Hours must be accurate and must be indicated to the nearest increment of 15 minutes or less. Example: & works 8t05 to 5:00 with one hour for lunch; hours may be shown as 8 hours. B works 8~08 to 5z00 with one hour for lunel~ hours worked are ? 3/4 hours. Time cards on all non-exempt employees must be retained two years. I I I I I PayroU records indicating total regular hours and overtime hours worked each pay period, ,,. well as total regular and overtime earnings for the pay period must be kept three years. For reasons of reUablllty, if a clock is not punched, it is advisable to have employees keep their own time cards each week, to be turned into the p&yroU department upon completion. A record kept by a supervisor showing exactly 8 hours worked each and every day for each and every employee is suspect. If an employee is being paid for hours not actuaUy worked, records should Indicate how many hoUday, vacation, sick leave hours are paid in order to reconcile any difference between aetuai hours worked, and compensated hour. Overtime is required to be paid only for hours aetuaily worked. 'Hours worked" for dete'rmining overtime - 29 C.P.R. Pert ?85. be non-exempt employee must be compensated for MI "hours worked" which a~ general rule wilt include (a) MI time during which an employee is required to be on the employer's premises or at & prescribed workplace, and (b) MI time durinl~ which an employee is suffered or permitted to work whether or not he is required to do so and even though he might do so voluntarily. If the employer knows or has reason to believe, that the work is being performed, it must be counted as hours .worked. An announcement by the employer that no overUme work will be permitted, or that overtime work will not be compensated unless authorized in advance is not enough. It is the duty of management to see that work is not performed if it does not want it to be. Employees may be diseipUned for unauthorized or unnecessary work through established rules and regulations or coUective bargaining agreements. Citations are to the Code o! Federal Regulations which generally contain the Department of Labor's interpretation of the areas outlined. Some statements are from other sour, es.