Each non‐exempt employee compensated on an hour‐by‐hour basis, whether full‐or part‐time, permanent or temporary, will be paid no less than the prevailing minimum wage.  Whenever a non‐exempt employee must work more than forty hours in a given work week, the employee is compensated at one and one‐half times their regular hourly wage rate.  This compensation is in the form of overtime pay or compensatory time.  Overtime will not be permitted without prior authorization of the employee’s supervisor.

The Fair Labor Standards Act (FLSA) requires that most employees in the United States be paid at least the federal minimum wage for all hour worked and overtime pay at time and one‐half the regular rate of pay for all hours worked over 40 in a workweek.  However, Section 13(a)(1) of the FLSA provides an exemption from both minimum wage and overtime pay for employees employed as bona fide executive, administrative, professional and outside sales employees.   Professional employees include teachers and academic administrative personnel in elementary and secondary schools.  Section 13(a)(1) and Section 13(a)(17) also exempts certain computer employees.  To qualify for exemption, employees must meet certain tests regarding their job duties and be paid on a salary basis at not less than $455 per week.

Each non‐exempt employee paid on an hour‐by‐hour basis must complete, sign, and turn in either a written daily time record showing the actual number of hours worked or clock in and clock out on the automated timekeeping systems on the days the employee works.  Failure of the employee to maintain, or falsification of, a daily time record will be grounds for disciplinary action.

It is the responsibility of the Board Secretary to maintain wage records.


Cross Reference:

411.3 Classified Employee Contracts

412.1 Classified Employee Compensation

Approved: April 11, 2005

Reviewed: April 28, 2014

Revised: October 25, 2010