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REQUIREMENTS AND POLICIES MANUAL
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Hours of Work
Title: |
Hours of Work |
Publication date: |
10/2/2014 |
Effective date: |
12/19/2008 |
BRIEF
Policy Summary
Berkeley Lab maintains work hours that are compatible with state law, divisional functions, and the maintenance of effective work schedules.
Who Should Read This Policy
This policy applies to all non-represented employees. Employees who are represented by an exclusive bargaining agent should refer to their collective bargaining agreement (CBA).
To Read the Full Policy, Go To:
The POLICY tab on this wiki page
For more information, employees may contact their division's Human Resources (HR) Center.
Feedback on HR policies or procedures is welcomed. Send comments to hrpolicies@lbl.gov.
Title: |
Hours of Work |
Publication date: |
10/2/2014 |
Effective date: |
12/19/2008 |
POLICY
A. Purpose
This policy describes the work hours that are compatible with state law.
B. Persons Affected
This policy applies to all non-represented employees. Employees who are represented by an exclusive bargaining agent should refer to their collective bargaining agreement (CBA).
C. Exceptions
Requests that exceed what is allowed under current policy or that are not expressly addressed by current policy are considered exceptions to policy. Any request for an exception to policy requires, at minimum, approval by the Chief Human Resources and Diversity Officer (CHRO).
D. Policy Statement
- Exempt Employees. The workweek for full-time exempt employees is normally considered to be 40 hours, and for part-time employees the portion of 40 hours equivalent to the appointment percentage; however, greater emphasis is placed on meeting the responsibilities assigned to the position than on working a specified number of hours. Exempt employees do not receive overtime compensation or additional compensation beyond the established salary for the position except as provided in the Compensation policy.
- Non-Exempt Employees
- The regular number of hours worked by full-time, non-exempt employees is 40 hours in a workweek. Work beyond 8 hours in a day or 40 hours in a week is subject to additional compensation only under the circumstances described in the Overtime and Extended Workweek policy.
- Rest Periods. A full-time, nonexempt employee may be granted two 15-minute rest periods, one to be taken in the work period prior to the meal period and one in the work period following the meal period. A part-time employee may be granted one 15-minute rest period for each work period of three continuous hours or more, not to exceed two rest periods per day. Rest periods may not be taken at the beginning or end of the work period, and time not used for rest periods may not be accumulated to be used at a later date. Scheduling of rest periods is subject to the approval of the employee's supervisor. Abuse of rest periods may result in disciplinary action. Such rest periods shall be considered as time worked.
E. Roles and Responsibilities
Managers, supervisors, and employees have the responsibility to adhere to the provisions of this policy.
F. Definitions/Acronyms
Term |
Definition |
Exempt employees |
Exempt employees are defined as employees who, based on their duties performed and manner of compensation, shall be exempt from the minimum-wage and overtime provisions of the Fair Labor Standards Act (FLSA). Because of hourly pay practices, an employee appointed to work a variable-time schedule in an exempt title shall be treated as a non-exempt employee subject to FLSA minimum-wage and overtime provisions.
Exempt employees shall be paid an established monthly or annual salary and are expected to fulfill the duties of their positions regardless of hours worked. Exempt employees are not eligible to receive overtime compensation or compensatory time off, and are not required to adhere to strict time, record keeping, and attendance rules for pay purposes. Exempt titles are identified in title and pay plans. |
Non-exempt employees |
Non-exempt employees are defined as employees who, based on duties performed and manner of compensation, shall be subject to all minimum-wage and overtime provisions of the Fair Labor Standards Act (FLSA). Because of hourly pay practices, an employee appointed to work a variable-time schedule in an exempt job classification shall be treated as a non-exempt employee subject to FLSA minimum-wage and overtime provisions.
Non-exempt employees shall be required to account for time worked on an hourly and fractional-hourly basis and are to be compensated for qualified overtime hours at the premium rate (one-and-one-half times the regular hourly rate). Non-exempt titles are identified in title and pay plans. |
Full time |
Full-time status is fixed time at 40 hours per workweek. |
Part time |
Part-time status is fixed time up to 39 hours per workweek. |
Variable time |
A schedule with no fixed percentage of time or schedule. Hours worked will vary depending on operational needs. |
G. Recordkeeping Requirements
None
H. Implementing Documents
None
For more information, employees may contact their division's Human Resources (HR) Center.
Feedback on HR policies or procedures is welcomed. Send comments to hrpolicies@lbl.gov.
J. Revision History
Date |
Revision |
By whom |
Revision Description |
Section(s) affected |
Change Type |
1/2/2012 |
0 |
M. Bello |
Rewrite for wiki (brief) |
All |
Minor |
10/2/2014 |
1 |
L. Westphal |
Rewrite for wiki (policy) |
All |
Minor |
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