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G 41_ <br />2.6 Work Period: <br />• A. The official work period for all county employees except law enforcement and <br />dispatch personnel is forty (40) hours over a seven (7) day, consecutive work <br />period. This work period begins at 12:00am on Sunday and ends at 11:59 pm <br />the following Saturday. <br />B. The official work period for law enforcement employees is 85.5 hours over a <br />period of fourteen (14) consecutive days. <br />C. The official work period for dispatchers in the Sheriff's Department is eighty four <br />(84) hours over a fourteen (14) day, consecutive work period. This work period <br />begins at 12:00 am on Sunday and ends at 11:59 am the following Saturday. <br />3.0 PROCEDURE/RULE <br />3.1 Eligibility for Overtime: <br />A. Non-exempt employees, (i.e. covered by the FLSA but not categorized as law <br />enforcement) shall be compensated for all overtime hours at 1-'/z hours for every <br />hour over forty (40) actually worked in a normal work period. <br />• B. Non-exempt law enforcement employees (i.e. covered by the FLSA) shall be <br />compensated for all overtime hours at 1-% hours for every hour over 85.5 hours <br />actually worked in a normal 14-day work period. <br />C. Exempt employees shall receive no additional compensation, monetary or <br />otherwise, for any hours worked in excess of their normal forty (40) hour work <br />period, but are required to work a minimum of forty (40) hours per work period. <br />Exempt employees that are deemed essential in a qualified FEMA emergency <br />situation may be paid a bonus of hours worked at straight time. <br />3.2 FLSA Exclusions: <br />A. The FLSA "exempts" three (3) categories of employees under carefully defined <br />Executive, Administrative and Professional provisions. These exemptions are <br />primarily based on the nature of duties and responsibilities performed in each <br />position. The Human Resources Department is responsible for determining <br />Exempt or Non-exempt status based on job information provided by the <br />individual departments. Regardless of duties and responsibilities, all hourly paid <br />employees are non-exempt. <br />B. Requests for changes in status for individual positions should be forwarded by <br />• memorandum from the Department Directors to the Human Resources <br />Department. <br />D-3 Ovenime Compensation 2 <br />