Page 393 - 2024 Orientation Manual

Excessive submissions of incomplete or late timesheets by an Employee may result in disciplinary
action. Fraudulent reporting by an Employee of time worked is strictly prohibited and will result in
disciplinary action, up to and including termination.

2.9 PAY PERIODS AND PAYCHECKS

LSBA Employees will be paid twice per month - on the 15th and the last day of the month. When a pay
period falls on a holiday or a weekend, employees will be paid on the last workday preceding the end of
the pay period.

Direct deposit stubs are distributed through the Administration Department.

Each Employee is responsible for checking the stubs for paycheck errors and for ensuring that
deductions for benefits and hours worked are correct. An Employee should promptly report any errors
in his/her paycheck to the attention of his/her supervisor.

2.10 GARNISHMENTS, CHILD SUPPORT ACTIONS AND OTHER DEDUCTIONS

The LSBA will comply with court-ordered actions that require either voluntary or involuntary
deductions from an Employee’s wages. Employers that fail to withhold support payments as properly
ordered can be held liable. The Director of Administration will notify Employees when court orders
are received.

2.11 OVERTIME

Due to the nature of the LSBA’s business, there may be occasions when hours, shifts or days off must
be changed. Employees may not take it upon themselves to trade shifts or days off with a fellow
Employee. Prior written authorization from an Employee’s supervisor or the Executive Director is
required for any changes to an Employee’s regular work schedule.

Additionally, from time to time Employees may be required to work overtime. In the event of business
needs that necessitate mandatory overtime work, the LSBA will attempt to give adequate advance
notice of overtime assignments, but it may not always be possible in every situation.

Overtime pay will be paid to non-exempt (hourly) Employees at the rate of 1-1/2 times an Employee's
regular hourly rate of pay for each hour worked in excess of 40 hours per week, in accordance with the
FLSA regulations. Paid time off will not be considered in time worked in computing overtime. Only
non-exempt employees are paid overtime pay. Non-exempt Employees must be paid overtime or take
time off of the regular work day during the same work week. The Employee’s supervisor must grant
prior approval for such time off.

Any non-mandatory overtime work must be specifically authorized and approved in advance, in
writing, by the Employee’s immediate supervisor or the Executive Director. Paid time off will not be
considered time worked in computing overtime. Working and not recording hours, or performing
work on an overtime basis without prior written approval, is prohibited and is considered a serious
violation of LSBA policy.

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