Exempt Employees
Employees who are not eligible for overtime, in accordance with applicable federal and state wage and hour laws, for work performed beyond forty hours a week. Executives, outside sales representatives, and certain employees in administrative positions are typically exempt.
This status is determined in part by federal standards.
The salaries of exempt employees are established at the time of classification. While salaries may be subject to review and modification from time-to-time, they are not subject to deductions for variations in the quantity or quality of the work performed. Notwithstanding CIA may reduce an exempt employee’s salary for occurrences such as:
- Full-day absences for which paid leave is not available
- Intermittent absences covered by the Family and Medical Leave Act, if available
- During the first or last week of employment if less than a full week is worked
- Any work week in which no work is performed for CIA
- Failure to return College property.
Non-exempt Employees
Employees who are required to be paid overtime at the rate of one-and-one-half (1.5) times their regular rate of pay for all hours worked beyond forty hours in a work week, in accordance with applicable federal and state wage and hour laws.
Overtime
From time to time, overtime work may be necessary to meet the operational needs of the College. The College reserves the right to schedule mandatory overtime in order to meet these demands and for other business-related reasons. Every effort will be made to give non-exempt employees reasonable advance notice of required overtime.
Overtime will be paid to non-exempt employees in accordance with state and federal wage and hour laws as follows: One and one-half (1½) times the employee’s regular rate of pay for hours worked in excess of forty (40) hours in a work week. Hours paid, but not worked, do not count toward the employee’s 40 hour work week for purposes of calculating overtime (e.g., vacation, sick, personal time, holidays, etc.).
Any overtime worked by a non-exempt employee must be approved by the employee’s supervisor prior to the work being performed. Failure to obtain approval from the supervisor prior to working overtime may result in disciplinary action, up to and including termination.