DEAB(LOCAL) - COMPENSATION PLAN: WAGE AND HOUR LAWS
Classification of Positions
The Superintendent or designee shall determine the classification of positions or employees as "exempt" or "nonexempt" for purposes of payment of overtime in compliance with the Fair Labor Standards Act (FLSA).
The District shall pay employees who are exempt from the overtime pay requirements of the FLSA on a salary basis. The salaries of these employees are intended to cover all hours worked, and the District shall not make deductions that are prohibited under the FLSA.
An employee who believes deductions have been made from his or her salary in violation of this policy should bring the matter to the District's attention, through the District's complaint policy. [See DGBA] If improper deductions are confirmed, the District will reimburse the employee and take steps to ensure future compliance with the FLSA.
Nonexempt employees may be compensated on an hourly basis or on a salary basis. Employees who are paid on an hourly basis shall be compensated for all hours worked. Employees who are paid on a salary basis are paid for up to and including a 40-hour workweek.
A nonexempt employee shall have the approval of his or her supervisor before working overtime. An employee who works overtime without prior approval is subject to discipline but shall be compensated in accordance with the FLSA.
For purposes of FLSA compliance, the workweek for District employees shall begin at 12:00 a.m. Saturday and end at 11:59 p.m. Friday.
In accordance with District administrative regulations, only nonexempt paraprofessional employees, with approval of the supervisor, may accrue compensatory time. Compensatory time for paraprofessionals shall be recorded in the automated time and attendance system in hours and minutes and shall be accumulated at either straight time or overtime based on the total hours actually worked during the workweek in accordance with the FLSA.
Compensatory time shall be earned and used in accordance with District regulations.