When operating requirements or other needs cannot be met during regular working hours, employees may be scheduled to work overtime hours. When possible, advance notification of these assignments will be provided. All overtime work must receive the supervisor's prior authorization. Overtime assignments will be distributed as equitably as practical to all employees qualified to perform the required work.

Overtime compensation is paid to all nonexempt employees in accordance with federal and state wage and hour restrictions. Overtime pay is based on actual hours worked. Time off on sick leave, vacation leave, or any leave of absence will not be considered hours worked for purposes of performing overtime calculations. 

Failure to work scheduled overtime or overtime worked without prior authorization from the supervisor may result in disciplinary action, up to and including possible termination of employment.

DWE has classified their overtime work and participation requirements as follows:

"Would you like to work?:" Elective for the employee.  Denial of this request will bear no disciplinary actions on the part of DWE.

"We need you to work:" Intermediate condition.  Every effort must be made by the employee to work but previous engagements like participation in a wedding, scheduled vacations, etc. would allow the employee to decline the request.  Every other effort must be made by the employee to meet his employment obligations.

"We’re working:" Mandatory attendance.  Failure of an employee to work in this situation is grounds for immediate termination.

Effective Date: 4/23/2012
Revision Date: 4/23/2012