RubinBrown Team Member Manual

Overtime 501

Policy Title: Policy Number:

Section:

Compensation

Effective Date:

Supersedes Policy Dated:

06/01/2024

06/01/2023

Background: On occasion, it will be necessary for team members to work beyond normal workday hours. Policy: All team members are expected to work overtime during peak periods as workload, client service and needs of the business require. Procedure: Overtime will be paid to all salaried or hourly, non-exempt team members (also see “Team Member Classifications”, Policy Number 206) at the rate of one and one half times the base regular rate of pay. All hours worked in excess of 40 hours in any work week (defined as Monday through Sunday) will be considered overtime. The hourly rate for non-exempt team members who are full-time will be computed by multiplying the monthly rate by twelve and dividing the amount by 2,080 (i.e. 52 weeks per year, 40 hours per week). Overtime for non-exempt team members must be approved by their Career Advocate(s) in advance of the time expected to be worked. Non-exempt team members will not be paid to perform work during off-duty hours without the prior authorization of their Career Advocate(s). Paid Time Off (PTO) is not considered work time when calculating overtime. Team members should not work on observed holidays unless required by workload demands and deadlines. In the rare instance that a non-exempt team member is required to work on a holiday (approved in advance by their Primary Career Advocate, Department Leader, and Human Resources), the non-exempt team member will be paid one and one half times their regular pay for the number of hours worked on that day, in addition to regular pay for the holiday. Please see policy 401 "Holidays" for clarification on exempt team members working on an observed holiday. Exempt team members are not eligible for overtime compensation.

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