Exempt and Non-Exempt Scenarios regarding Compensation Scenario 1: 11am and concludes the next day after lunch at 1pm. The travel time to the meeting is 2 hours. Exempt salaried employee: The employee should report to their office at their scheduled time, leave to attend the meeting at 9am and return to their office after the meeting at 3pm. If the employee chooses to not report to work before or after the conference/meeting then leave time should be reported. Employee is paid regular salary. Non-exempt salaried employee: The employee should report to their office at their normal time, leave to attend the meeting at 9am and return to their office after the meeting at 3pm. If the employee chooses to not report to work before or after the conference/meeting then leave time should be reported. The employee travel time is counted as work time as well as the time in attendance at the conference/meeting and working lunches (excluding mingling and optional entertainment provided that occurs outside of the normal work hours). Employee is to report hours worked from the moment they leave the college/home until they return. Non-exempt part-time employee: The employee should report to their office at their normal time, leave to attend the meeting at 9am and return to their office after the meeting at 3pm. The employee travel time is counted as work time as well as the time in attendance at the conference/meeting and working lunches (excluding mingling and they return. Scenario 2: 8am and concludes the next day at 5pm. The travel time to the meeting is 1 hour. Exempt salaried employee: The employee will need to leave to attend the meeting before their normal work hours and return after their normal work hours. As an exempt employee the additional time in travel or attendance at conference events outside of the normal work time is not considered compensatory time. Employee is paid regular salary. Non-exempt salaried employee: The employee travel time is counted as work time as well as the time in attendance at the conference/meeting (excluding mingling and they return for travel time. In addition, attendance at the conference/meeting is to be submitted as hours worked. 1
Non-exempt part-time employee: The employee travel time is counted as work time as well as the time in attendance at the conference/meeting (excluding mingling and they return for travel time. In addition, attendance at the conference/meeting is to be submitted as hours worked. Scenario 3: 8am and concludes the same day at 5pm. The travel time to the meeting is 1 hour. Lunch is provided and is considered a working lunch. Exempt salaried employee: The employee will need to leave to attend the meeting before their normal work hours and return after their normal work hours. As an exempt employee the additional time in travel or attendance at conference events outside of the normal work time is not considered compensatory time. Employee is paid regular salary. Non-exempt salaried employee: The employee travel time is counted as work time as well as the time in attendance at the conference/meeting including the working lunch. they return for travel time. In addition, attendance at the conference/meeting and the lunch are to be submitted as hours worked. Non-exempt part-time employee: The employee travel time is counted as work time as well as the time in attendance at the conference/meeting including the working lunch. they return for travel time. In addition, attendance at the conference/meeting and the lunch are to be submitted as hours worked. Scenario 4: The College closes for inclement weather on a day when the employee is not scheduled to work due to an alternate work schedule or not scheduled to report to the College (i.e. attending a conference and in travel status). Exempt salaried employee: As an exempt employee the time that the college closed is not considered work hours or compensatory time if it occurs on the employees scheduled day off or when the employee is not scheduled to report to the College. Employee is paid regular salary. Non-exempt salaried employee: The time that the College was closed and the nonexempt salaried employee was not scheduled to work due to an alternate work schedule would not be considered work hours. The time in attendance at the conference would be considered work hours. Employee is to report hours worked from the moment they leave the college/home until they return for travel time. In addition, attendance at the conference/meeting is to be submitted as hours worked. 2
worked. If the College is closed then no work hours are reported whether or not the employee was scheduled to work. Employee is to report hours worked from the moment they leave the college/home until they return for travel time. In addition, attendance at the conference/meeting is to be submitted as hours worked. Scenario 5: The College closes for inclement weather on a day when the employee is scheduled to use leave (for example annual leave). Exempt salaried employee: Because the college is closed on a day that the employee was scheduled to work and was using leave, no leave will be required and the employee is considered to have worked their scheduled hours. I.e., if the employee was scheduled to work a 9 hour day they would be considered working 9 hours. If the employee was scheduled to work a 6 hour day they would be considered working 6 hours. Employee does not have to submit leave for the time the college was closed. Non-exempt salaried employee: Because the college is closed on a day that the employee was scheduled to work and was using leave, no leave will be required and the employee is considered to have worked their scheduled hours. I.e., if the employee was scheduled to work a 9 hour day they would be considered working 9 hours. If the employee was scheduled to work a 6 hour day they would be considered working 6 hours. Employee does not have to submit leave for the time the college was closed. worked. If the College is closed then no work hours are reported whether or not the employee was scheduled to work. Since the college was closed, no hours worked are reported. Scenario 6: The College has a holiday on a day that the employee is not scheduled to work (i.e. due to alternate work schedule for example). Exempt salaried employee: The employee would be able to accrue the additional holiday as compensatory time. Employee receives a full day of holiday hours to be used at another time. Non-exempt salaried employee: The employee would be able to accrue the additional holiday as compensatory time. Employee receives a full day of holiday hours to be used at another time. worked. If the College is closed due to a holiday then no work hours are reported whether or not the employee was scheduled to work. Since the college was closed, no hours worked are reported. 3
Scenario 7: The employee serves on a CVCC committee as established by the Governance Committee or Interview Committee. This requires involvement during and outside of their normal work hours. Examples include CVCC sponsored Super Saturday, Vendor Fair, Lego Tournament, History Day, Student Picnic for example. Exempt salaried employee: The time spent serving on CVCC committee s as established by the Governance Committee or Interview Committee is considered work time. As an exempt employee the additional time required outside of the normal work time is not considered compensatory time. In each case, supervisor approval is required. Since being a member of a CVCC committee is a part of the job duties, no leave request is required. If the time spent is for an event outside of the role of being a committee member, and it is during the employee s established work schedule, leave is to be submitted for the time spent at the meeting/event. Non-exempt salaried employee: The time spent serving on CVCC committee s as established by the Governance Committee is considered work time if the employee is required to attend. As a non-exempt employee all hours spent involved in the activity is considered work time. If the employee volunteers to assist with the event it is not considered work time. In each case, supervisor approval is required. Since being a member of a CVCC committee is a part of the job duties, no leave request is required. If the time spent is for an event outside of the role of being a committee member, and it is during the employee s established work schedule, leave is to be submitted for the time spent at the meeting/event. Non-exempt part-time employee: The time spent serving on CVCC committee s as established by the Governance Committee is considered work time. As a non-exempt part-time employee all hours spent involved in the activity is considered work time. If the employee volunteers to assist with the event it is not considered work time. In each case, supervisor approval is required. Since being a member of a CVCC committee is a part of the job duties, the time spent at the meeting/event are hours worked. Scenario 8: The employee volunteers as an advisor to a student organization, or serves as a board member or committee member outside of CVCC. These are not directly related to their employee work profile job duties. These activities require involvement during and outside of the employees normal work hours. Exempt salaried employee: Volunteer activity (i.e. activities not directly related to the employee work profile or a part of the CVCC Governance Model) are not deemed work hours and any involvement during the employee s normal work hours should be charged to School Assistance and Volunteer Service Leave (if appropriate), Family Personal Leave or Annual Leave. The supervisor has the authority to allow the employee to participate during work hours on campus without using leave must be preapproved by the supervisor. Since the time spent is for an event outside of the role of being a committee member, and it is during the employee s established work schedule, leave is to be submitted for the time spent at the meeting/event. 4
Non-exempt salaried employee: Volunteer activity (i.e. activities not directly related to the employee work profile or a part of the CVCC Governance Model) are not deemed work hours and any involvement during the employee s normal work hours should be charged to School Assistance and Volunteer Service Leave (if appropriate), Family Personal Leave or Annual Leave. The supervisor has the authority to allow the employee to participate during work hours on campus without using leave must be preapproved by the supervisor. Since the time spent is for an event outside of the role of being a committee member, and it is during the employee s established work schedule, leave is to be submitted for the time spent at the meeting/event. worked. Volunteer activity (i.e. activities not directly related to the employee work profile or a part of the CVCC Governance Model) are not deemed work hours. Since the time spent is for an event outside of the role of being a committee member, it is not hours worked. 4/2013 5