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Exempt Overtime Eligible

1570.220 EXEMPT OVERTIME-ELIGIBLE PROCEDURE

联邦和州法律制定了加班的规章制度.

A. 定义

  1. 被认为是“行政人员、行政人员、专业人员”的员工可以免于加班 还有外部销售人员，“一些电脑员工，还有一些员工 工资高于华盛顿州劳动和工业部的最低工资标准 在大多数情况下，两倍于国家每周最低工资的人都不需要加班费 支付. 但是，员工可以根据具体情况免予加班，具体情况视情况而定 on their job duties. 以教学、指导或讲课为主要职责的员工 to impart knowledge are not eligible for overtime.
  2. 被认为是“行政、行政、专业”的员工 还有外部销售人员，“一些电脑员工，还有一些员工 工资低于华盛顿州劳动和工业部的最低工资标准 在大多数情况下，两倍于每周最低工资的人有资格获得加班费 支付.
  3. 加班的定义是符合加班条件的员工工作超过的时间 40 hours per workweek (Sunday through Saturday).
  4. 加班费按照适用的工资和工时法计算 费率将是员工正常工资(或补偿金)的1.5倍 每周工作超过40小时的时间(1.5小时). The regular rate of 支付 will not include any allowable exclusions.
  5. 工作，就加班而言，是指实际执行指定职责所花费的时间 除了员工因假期、生病而请假的时间 leave, vacations or compensatory time.
  6.  Work does not include:
    1. Shared leave;
    2. Leave without 支付; or
    3. Additional compensation for time worked on a holiday.

B. SALARY THRESHOLD

自2023年1月1日生效的州门槛高于联邦门槛 华盛顿州的雇主将需要遵循更高的州门槛. 这种做法遵循法律原则，即在发生冲突的情况下 州和联邦法律，更能保护员工的法律将适用. 为了 要免除加班，员工还必须通过一项“职责测试”。.

This same threshold applies to part-time employees; it is not pro-rated for employees who are less than full-time.

全职工作和工资低于最低工资的雇员 per week will be converted to overtime eligible. The human resources office will track eligibility and notify affected employees as needed.

C. REPORTING TIME

加班费豁免员工需要跟踪他们的工作时间并提交 a timesheet through ctcLink.

D. OVERTIME ELIGIBILITY AND COMPENSATION

符合加班费条件的员工有资格获得下列加班费补偿 circumstances:

  1. 经事先批准，每周工作超过40小时的员工将被免职 compensated at the overtime rate; employees must receive prior approval for each 支付 period in which overtime occurs.
  2. 每周工作时间少于40小时的员工将按正常工资支付工资 每周工作时间不超过40小时，按加班费计算 rate for authorized work of more than 40 hours in a workweek; and
  3. When employees work on a holiday.

E. GENERAL PROVISIONS

  1. 学院将决定工作是否在正常工作时间进行 加班的数量、员工所需的技能和能力 the work, and the duration of the work. The college will first attempt to meet its 加班要求在自愿的基础上与合格的员工目前 值班. 如果没有足够的员工自愿工作，主管 may require employees to work overtime.
  2. 如果一名员工没有获得他有资格获得的加班费，该员工 是否能获得下一个符合条件的加班机会. 在任何情况下，员工都不会因未加班而得到补偿. There will be no stacking of overtime.
  3. 批准加班申请的主管负责确保预算资金 are available for each occurrence.

F. COMPENSATORY TIME FOR OVERTIME-ELIGIBLE EMPLOYEES

  1. Compensatory Time Eligibility
    应员工要求并经主管批准，可给予补偿时间 be earned in lieu of cash. Compensatory time must be granted at the rate of one and 每加班一小时补偿半小时.
  2. Maximum Compensatory Time
    员工累计补偿工作时间不得超过160小时.
  3. Compensatory Time Use
    员工必须在休假前使用补偿性时间，除非这种情况会发生 导致员工失去休假或正在使用休假 for Domestic Violence Leave. 补偿时间的使用和安排必须一致 manner as vacation leave. 员工可根据需要使用补休时间 by the Domestic Violence Leave Act, RCW 49.76. The college may schedule an employee 使用补休时间，须提前7个日历日通知.
  4. Compensatory Time Cash Out
    所有补休时间必须在每年的6月30日前用完. If compensatory time 在每年的四月之前，员工不会被安排使用余额 will contact the employee to review their schedule. The employee’s compensatory time 余额将于每年6月30日或员工:
    1. Leaves state service for any reason;
    2. Transfers to a position in their institution with different funding sources; or
    3. Transfers to another state agency or institution.

G. MEAL AND BREAK PERIODS

有加班费的员工至少有一(1)分钟的休息时间 无薪用餐时间接近每班的中间，不超过五个小时 after the beginning of the shift. Additionally, salaried overtime-eligible employees 每工作四(4)小时，有两(2)分钟的带薪休息时间. 餐 休息时间不得用于迟到或早退工作和 meal and rest periods will not be combined.

Approved by the president’s cabinet: 1/31/23
Last reviewed: 1/31/23
过程 contact: Human 资源

Related policies and procedures and other resources
FLSA and WMWA overtime eligibility and exemption (from the University of Washington)

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