OVERTIME
I. GENERAL
As a general policy, overtime work is to be avoided. Not only is it costly in terms of added salary expense, but it may seriously affect employee morale. Experience has shown excessive overtime to be a substantial cause of resignations. Therefore, it is a major responsibility of supervisors throughout the Company to eliminate overtime to the extent possible or when it becomes necessary in the interests of our business, to hold it to a minimum.
The supervisor who discusses overtime policy and procedures with the new employee before an overtime situation arises will have solved in advance most problems overtime work can entail. Care should be taken, however, to include no promise of overtime work as a means of providing added compensation on a regular basis, even though some employees may volunteer to handle any and all overtime work that may arise.
The Company operates on a normal workweek of five days, 40 hours (an eight-hour normal workday). Company is paid for overtime work on the following basis:
The foregoing provisions apply to part-time employees in the same manner as full-time non-exempt employees; for example, such employees receive pay at 1 1/2 times their regular hourly rate for work beyond 8 hours per day. This is not, however, accrued until an employee has worked 8 1/2 hours in one day.
Supervisors and exempt employees do not receive payment for overtime on days included in their regular workweek.
II. COMPENSATORY TIME
At the discretion of their supervisors, some employees who work on a 5-day workweek and work at least 5 hours on a non-regular workday may be granted the option of a day off with pay in lieu of overtime pay. The day must be taken during the pay period in which overtime occurs. Full-time employees on a 4-day workweek must work 6 3/4 hours on a non-regular workday to be eligible for compensatory time. This option also applies to holiday work; that is, eligible employees may receive regular compensation for the holiday and an additional day off in the same pay period in lieu of overtime pay.
III. SHIFT DIFFERENTIAL
Employees, who are assigned to the evening or night shifts, other than on a temporary assignment of less than one month, receive a differential payment of 15% of their base salary. An employee subsequently transferred to the day shift loses the differential.
Employees starting work between 2:00 p.m. and 10:00 p.m. are employees of the evening shift. Those starting after 10:00 p.m. but before 4:00 a.m. are night shift employees.
The shift differential for part-time evening employees is not included in base pay but is granted when the major portion of working hours falls after 6:00 p.m.
IV. SUPPER ALLOWANCE
A supper allowance of $ is paid to exempt employees who work two hours or more beyond their normal workday during their regular workweek. However, a supper allowance is not paid for those employees who are scheduled working at evening as normal working hours.
Non-exempt employees receive overtime pay and are not eligible for supper allowances.
The supper allowance is reported on the Time Data Entry System or on the Time Record Card (returned to the Payroll Unit by Wednesday of each week). Supper allowances to eligible employees for work performed in departments other than their own are also reported on the Time Data Entry System or Time Record Card in the loan-out category.
V. LEGAL HOLIDAYS AND NON-REGULAR WORKDAYS
In addition to regular pay for holidays, non-exempt employees are compensated at time and one-half, with a minimum of three hours' pay, when they work on a legal holiday regularly observed by the Company, or on any day which is not part of their regular workweek. Employees who are exempt from overtime receive straight time with a minimum of three hours' pay for work on the above-mentioned days. Supervisors below the rank of Manager receive $ per hour with a minimum of $ . Approval of the supervising officer must be obtained in the case of exempt employees, and the area supervisor in the case of officers. Neither group is entitled to supper money.
Officers at the level of Manager and above are ineligible for compensation other than reimbursement for travel expenses and supper money.