All hours worked in any work week must be recorded and paid. Flextime may also be taken for time worked over 40 hours in a work week in the second week of a pay period, but it must be one and one-half hours off for each hour worked beyond 40 hours, and overtime must be paid in the week the overtime hours occurred. Nonexempt staff have work schedules established by their supervisor. Employees are responsible for maintaining accurate records of actual time worked each day and for notifying their supervisor in advance if time off is required. Employees are expected to call their supervisor as early as possible on the day of absence due to illness.
Supervisors are responsible for knowing and verifying time worked.
This rule also applies to work performed away from the normal work site or at home. Employees who are required to be on duty, even if they have no actual work to do, are still considered to be working. For example, coffee breaks or rest periods not exceeding 20 minutes are worktime while lunch periods of 30 minutes or more do not need to be calculated as worktime. If an employee reports to work for regularly scheduled work, and no work is available, they will receive four hours pay or, if the scheduled workshift is shorter than four hours, wages for the number of hours in the shift. Travel time as time worked Whether travel time is or is not considered work time depends on the circumstances involved.