The nature of Ultra Tech's business is such
that overtime may be necessary and, in certain
circumstances, required of all employees. Hence
overtime is considered a condition of hire. It
is Ultra Tech's policy to compensate non-exempt
individuals consistent with the Fair Labor Standards
Act (FLSA), Walsh Healy Public Contract Act, and
other applicable state laws.
All employees.
3.1 Definitions
Exempt employees are employed in executive
(management and supervisory), professional,
sales, or administrative positions and are exempt
from overtime and/or minimum pay standards as
defined by the Fair Labor Standards Act (FLSA)
and the Walsh Healy Act.
Non-exempt employees are employed in office,
clerical, production, technician, craft, or
general labor positions and who do not qualify
for exemption from overtime and/or minimum pay
standards as defined by the Fair Labor Standards
Act and the Walsh Healy Act.
The standard work week consists of a regularly
recurring forty (40) hour period within a period
of seven consecutive days. Ultra Tech's work
week begins on Monday and ends on Sunday. Employees
normally work five (5) consecutive eight (8)
hour days within this period.
The regular workday for Ultra Tech employees
comprises a period of 8 hours per day, excluding
any applicable lunch periods and usually commences
at 8:00 a.m., and ends at 5:00 p.m.
3.2 Non-exempt
Non-exempt employees will be paid time and
one-half for all hours worked in excess of 40
hours in the standard work week.
- Non-working time such as vacation, sick
leave or holidays will not be counted as time
worked for the purpose of computing overtime
pay.
- Overtime pay will be paid at one and one-half
times the individual's base rate.
- Time and one-half will be paid in addition
to holiday pay for hours worked on a day observed
by the Company as a paid holiday.
- There will be no pyramiding of overtime,
and additional premiums will not be included
in the calculation of overtime.
- Company required training will be considered
as time worked for the purpose of calculating
overtime.
- Normal travel time to and from work is not
considered as time worked. However, travel
required by company business may be considered
as time worked subject to the conditions outlined
in the Fair Labor Standards Act.
- Overtime should be, supervised by an exempt
employee/manager.
- Overtime must be pre-approved. However,
the burden is on management to enforce overtime
restrictions, i.e., non-exempt overtime that
is allowed or permitted (such as at lunch
time) must be Paid.
3.3 Exempt
Casual overtime is considered to be a normal
part of the exempt professional's job, and is
particularly applicable to managerial positions.
Consequently, exempt employees are not eligible
for overtime compensation.
- Exception for Holidays Worked
Compensatory time will be given for approved
time worked on holidays. This time must be
taken within the two month period following
the holiday worked. Prior approval from your
supervision will be necessary prior to taking
the time off.
3.4 Notification of Overtime
Supervisors are expected to provide employees
with as much notice as possible regarding overtime.
However, employees should be aware that emergencies
occasionally do arise that do not permit advance
notification.
Management expects that employees will work
in excess of standard hours when requested.
Failure to do so may result in disciplinary
action. In the event of any such failure, the
validity of the reason for refusal and the amount
of advance notice will be taken into account.
