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Therefore, the classification of a position (the determination as to whether a position
is exempt or non-exempt) is not a matter of choice, but regulated by federal law.

F. OVERTIME PAY

On occasion, employees may be called upon to work beyond normal working hours.
The Fair Labor Standards Act requires non-exempt personnel be paid at a rate of
1.5 times the normal hourly wage for hours worked in excess of forty (40) hours in
a work week. Exempt personnel are not paid for work in excess of forty (40) hours
per week because such work to complete assignments is contemplated in their
respective salary.

Employees should consult with the Human Resources Department in the event of
uncertainty regarding employment status or right to overtime compensation.

1. Overtime Policy

Definition: Overtime is defined as all time worked in excess of forty (40)
hours during any work week. Hours attributed to paid benefit leave (such as
vacation leave, sick leave, or holiday leave) do not constitute hours worked.
Non-exempt employees who work overtime will be compensated in
accordance with the Fair Labor Standards Act.

Authorization to Work Overtime: Any overtime hours anticipated by the
employee require approval of the Project Manager or Supervisor prior to
working the overtime hours. A “Request for Overtime Authorization” form
must be completed by the employee and submitted to the Project Manager or
Supervisor for approval. Detailed instructions for completing the “Request
for Overtime Authorization” form can be found in the “Timekeeping Policy”
section of this Personnel Policy and Procedures Guide.

2. Overtime Pay Rates

Time-and-One-Half: Non-exempt employees will be compensated at a rate
of 1.5 times their respective normal hourly rate for all overtime worked.

Straight Time: If overtime is claimed in a week in which vacation, sick leave,
or holiday time is used, the employee will be paid at the normal hourly wage
for all hours actually worked through forty (40) hours. Any hours actually
worked in excess of forty (40) hours will be paid at the overtime rate.

For example, an employee claims eight (8) hours of holiday on Monday and
works ten (10) hours per day on Tuesday through Friday. Actual hours

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“Nothing in this guidebook changes the “at-will” nature of employment with Molzen Corbin. This guidebook is not an exhaustive statement of all rights and
responsibilities of Molzen Corbin employees. Employees are directed to ask Human Resources for additional information about matters addressed in this
guidebook. Furthermore, nothing in this guidebook shall prohibit or is intended to interfere with the exercise of Employee rights under Section 7 of the
National Labor Relations.