Page 18 - Tegra Employee Handbook_2019_FINAL

OVERTIME PAY
In compliance with the Fair Labor Standards Act and
other applicable law, jobs are classified as non-exempt
or exempt. based on tasks and responsibilities. These
job classifications determine eligibility for overtime
compensation. Exempt employees are those in certain
administrative, executive and professional positions,
except where otherwise determined by state law. Exempt
employees do not receive overtime compensation
regardless of hours worked. Non-exempt employees
are those in all other positions and are paid overtime as
required by applicable federal, state and local laws.

Employees may be asked to work beyond their normally
scheduled hours; however, all overtime is voluntary. Unless
otherwise required by state law, non-exempt employees
who work more than forty hours per week will be
compensated at the rate of one and one/half times their
regular rate of pay for all hours worked in excess of forty.
Hours paid but not worked such as holidays, paid sick
leave and paid time off are not counted as time worked for
overtime pay purposes.

AUTHORIZATION FOR OVERTIME
Non-exempt employees should not work overtime unless
authorized in advance by their manager. All overtime work
must be recorded. No manager is authorized to allow any
nonexempt employee to work time that is not recorded.
Do not start work early, finish work late, work during a
meal break or perform any other extra or overtime work
unless, (1) you are authorized to do so and (2) that time is
recorded on your time record.

18 © 2019, Tegra, LLC. All rights reserved