FAIR LABOR STANDARDS ACT (FLSA)
1. Exempt and Non-Exempt classification: (full details at www.dol.gov )
· Exempt – paid a salary, no tracking of 40 hours per work week on a timesheet
· Non-Exempt – work hours must be tracked and employees compensated for all hours worked in excess of 40 in a work week (vacation or sick leave are not worked hours)
2. Types of Exemptions:
· Executive – owner, manager of department, managing 2 or more employees
· Administrative – non-manual work related to operations, exercising discretion and independent judgment of significance
· Professional – work requiring knowledge of advance type in a field of science or learning acquired through prolonged course of specialized intellectual instruction
· Computer Professional – duties typically consist of design, development, documentation, analysis, creation, testing or modification of computer systems
· Outside Sales – making sales, obtaining orders or contracts away from employer’s place of business
3. CPCC Classifications:
· Classified – non-exempt
· Professional – exempt
· Administrator - exempt
· Faculty - exempt
4. What is a workweek?
· At CPCC, a seven (7) day period from Sunday 12:01 am through Saturday 12:00 pm.
5. What is meant by Overtime, Compensatory Time, and Flex Time?
· Overtime - any hours worked over 40 in a workweek, with the exception of the facilities area where overtime is any hours over 8 in a day
· Compensatory Time (Comp Time) - in lieu of overtime pay; government employers may provide time off at a later date. Employees receive 1.5 hours of comp time for each hour worked over 40 in a workweek.
· Flex Time - flexible work hours, start and finish times vary from standard hours of 8:00 am to 5:00 pm and work days may not be M – F.
6. What is time worked?
· Breaks – are not required by NC law, however, breaks of 20 minutes or more are considered “off the clock”
· Lunch or Meal Times – must be 20 minutes or more and employee must be relieved of all work activities to be considered as “off the clock”
· Travel – any time spent working (e.g. preparing report, answering email or voicemail) must be counted as hours worked regardless of when it occurs;
o One Day Assignments – travel before and after normal work schedule may be counted as hours worked.
o Overnight Assignments – time spent traveling during employee’s normal work hours must be counted as hours worked, even if travel occurs on the day that employee does not normally work (e.g Saturday or Sunday).
· Training – compensable if any of these conditions are met: during normal work hours, mandatory attendance, and increasing proficiency in present job as a result
· On Call – compensable if personal activities are significantly restricted, such as requiring employee to stay within a certain distance from campus or requiring employee to respond to calls within a defined period of time.
7. How do you deal with employees who come in late, leave early, take long lunches, etc.?
Employees who abuse work policies should be managed through the disciplinary process. Supervisors have the option of using a Detailed Time Report form to document the exact times employees are at work. This form is on the HR website in the Forms/Time Sheets and Leave section.
Central Piedmont Community College
Supervisor Facts Sheet
Updated Jan. 2005