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 Regular Part-Time Employee – An Employee who is regularly scheduled to work not
more than 29 hours per week.

 Temporary Employee – An individual who is employed on a seasonal basis or on special
projects for short periods of time or on an “as needed” basis. These positions are not
intended to be a part of the Association’s continuing business operations. The employment
status of a Temporary Employee will not be changed due to an extension of employment in
excess of that originally planned or an increase in the number of hours worked.

Any Employee with questions concerning his/her employment classification should consult with the
Executive Director.

Fair Labor Standards Act

In accordance with the Fair Labor Standards Act (“FLSA”), Employees are classified as either
“exempt” or “non-exempt.” Generally, an Employee is exempt if he/she qualifies as an executive,
administrative, professional or computer Employee as defined by the FLSA. To be classified as an
exempt Employee, an individual must satisfy both a salary and duties test under the FLSA. Exempt
Employees are exempt from the overtime pay provisions of the FLSA. All other Employees are
classified as non-exempt and must be paid overtime pay when applicable. The LSBA classifies
Employees using criteria developed by the United States Department of Labor. Questions about
classification should be directed to the Executive Director.

Exempt Employees

If an Employee is classified as exempt, there are governmental limits on deductions that can be taken
from pay, and improper deductions will not be made. Deductions are allowed from an exempt
Employee’s pay for the following circumstances:

 Absence from work for one or more full days for personal reasons other than sickness or
disability.
 Absence from work for one or more full days due to sickness or disability if the deduction
is made pursuant to a bona fide plan, policy or practice of providing compensation for
salary lost due to illness.
 If legally permitted, to offset jury duty pay, witness fee and/or military pay, if any.

 Unpaid disciplinary suspension of one or more full days imposed in good faith for
workplace conduct rule infractions of the policies and procedures set forth in this
Handbook, including but not limited to, the Equal Employment Policy, the Discrimination,
Harassment and Retaliation Policy, the Drugs and Alcohol in the Workplace Policy, and
the Workplace Violence Policy. Serious violations of other workplace conduct rules may
also result in pay deductions.

 The initial or terminal week of employment; for penalties imposed in good faith for
infractions of safety rules of major significance; or for weeks in which an exempt Employee

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