Employee Overtime Policy

EMPLOYEE OVERTIME POLICY

Document Control

Effective Date:   Policy Owner:

Personal Information

Position Information

Reporting Manager:   Start Date:

Policy Scope and Purpose

This policy establishes the rules and procedures governing overtime for non-exempt employees, defines responsibilities for approval and recordkeeping, and ensures compensation in accordance with applicable wage and hour laws. This policy applies to all employees unless a specific written exception is approved by Human Resources and the Chief Financial Officer.

Definitions

Non-Exempt Employee: an employee eligible for overtime pay under applicable wage and hour law. Exempt Employee: an employee classified as exempt from overtime pay. Employee classification questions must be directed to Human Resources.

Employee Classification Acknowledgement: Non-Exempt    Exempt

Overtime Authorization and Approval

Overtime must be authorized in advance by the employee's manager. Emergency overtime that could not reasonably be pre-authorized must be documented and approved by the manager within two business days. Unauthorized overtime may be unpaid and/or subject to disciplinary action consistent with company policy.

Overtime is considered hours worked in excess of hours per workweek, unless otherwise required by local law. The standard overtime multiplier is times the regular rate of pay, unless statutory provisions require a different rate.

Timekeeping and Recordkeeping

Non-exempt employees must record all hours worked in the company timekeeping system on the day the hours are worked. Time records must accurately reflect start time, end time, and unpaid breaks. Alteration or falsification of time records is grounds for corrective action, up to and including termination.

Timecards are subject to manager review and must be submitted by payroll cutoff each pay period. Payroll will not process overtime unless the timecard is approved by the manager by the payroll cutoff date of .

Overtime Pay and Compensatory Time

Overtime will be paid in cash at the applicable rate unless a lawful, written alternative such as compensated time off is authorized for specific employee groups and documented in writing. Compensatory time may be permitted only where consistent with applicable law and only with prior written approval from Human Resources.

Compensatory time permitted: Yes    No

Manager Responsibilities

Managers are responsible for authorizing overtime in advance, ensuring overtime is necessary and documented, reviewing and approving employee time records, and coordinating with Payroll to correct any discrepancies. Managers must notify Human Resources when recurrent unauthorized overtime occurs.

Unauthorized Overtime and Discipline

Employees who work overtime without prior authorization may be subject to disciplinary measures, including denial of payment for unauthorized hours where permitted by law, corrective counseling, suspension, or termination. Repeated violations will be documented and addressed in accordance with progressive discipline procedures.

Dispute Resolution and Corrections

Employees who believe their time or overtime pay has been incorrectly recorded must notify their manager and Human Resources within 30 days of the payroll date. The company will investigate and, if an error is confirmed, correct payroll as required by law.

Legal Compliance and Protections

The company complies with all applicable federal, state, and local wage-and-hour laws. Retaliation against an employee for reporting a wage-and-hour concern, filing a complaint, or participating in an investigation is strictly prohibited and will result in disciplinary action.

At-Will Employment and Equal Opportunity

Nothing in this policy alters the employment-at-will relationship unless a written agreement signed by authorized company representatives states otherwise. The company is an equal opportunity employer and provides equal employment opportunities regardless of protected status in accordance with applicable law.

Acknowledgment, Certification, and Authorizations

I certify that I have received, read, and understand the Employee Overtime Policy. I agree to comply with its provisions and to record my time accurately. I understand that failure to follow this policy may result in disciplinary action.

Applicant Certification: I certify that all information provided on this form is true and complete to the best of my knowledge. I understand that false statements may be grounds for disciplinary action including termination.

Authorization to Contact Previous Employers and Conduct Background Checks: I authorize the company and its agents to contact former employers, educational institutions, references, and other third parties to verify information and to conduct employment-related background checks as permitted by law.

Employment History (Most recent two)

Education

Professional References (3)

Employee Acknowledgment

By signing below, I acknowledge receipt of this Employee Overtime Policy, understand my responsibilities under the policy, and consent to the company contacting references and conducting background checks as necessary for employment purposes.

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