not entitled to additional break time. Employees who find that the work is preventing them from taking a rest break they desire to take must notify their supervisor so that arrangements can be made. Unless the employee provides this notification, the School will assume the employee is taking or voluntarily foregoing the rest breaks to which the employee is entitled. Non-exempt employees who work more than a five-hour shift also are provided with a mandatory one-half hour unpaid meal period each workday, which must be taken before working more than five hours. Employees will be relieved of all duties during the meal period. Taking a timely half-hour duty-free meal period is mandatory, except that employees who work six hours or less may voluntarily forego the meal period. An employee who believes that work responsibilities are preventing the employee from taking a meal period must notify the supervisor so that arrangements can be made. Employees who wish for personal reasons to forego the meal period may not do so unless they first obtain the supervisor’s permission. Non-exempt employees must record the time they leave for and return from the meal period on their time sheets. Employees who fail to comply with this policy will be subject to disciplinary action. 1. Overtime Pay The School pays overtime compensation to non-exempt employees in accordance with state and federal wage and hour requirements. Unless an alternative workweek schedule has been adopted, overtime is paid as follows: (1) One and one-half times the employee’s regular rate of pay for hours worked over 8 in a day, over 40 in a workweek, and up to 8 hours on the seventh consecutive day of work in the workweek; and (2) twice the employee’s regular rate of pay for hours worked over 12 in a day and over 8 on the seventh consecutive day of work in a workweek. For purposes of computing overtime, the School’s workweek runs from Monday at 12:01 a.m. through Sunday at midnight, and the workday runs from 12:01 a.m. through midnight. Only hours actually worked are considered in calculating overtime. Paid time off such as sick leave and holidays does not count toward hours worked, nor are lunch periods considered hours worked. In accordance with California law, daily overtime hours do not count toward the 40-hour weekly overtime threshold. Overtime Authorization All overtime must be approved by an employee's supervisor before the overtime is worked. Failure to comply with this policy will lead to disciplinary action. 2. Employees may not forego breaks or lunch periods in order to leave work earlier. Overtime Procedure
2016-2017
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