Exempt Employees – Those employees whose duties and compensation meet the requirements to be
an exempt executive, administrative, professional or computer employee as defined in federal law.
Hours Worked – For the purposes of this policy, hours worked means all hours during which the
individual is required to be on duty—generally from the required starting time to normal quitting
time—and all hours an employee is permitted to work, including paid holidays (if eligible), in
accordance with law. Meal periods of 30 minutes or longer and break periods of 20 minutes or
longer do not count as hours worked as long as the employee is relieved of all duties and is free to
leave his or her duty post. Breaks for nursing mothers to express breast milk are also not considered
as hours worked.
Nonexempt Employees – This includes all district employees not specifically identified as exempt
under federal law. This generally includes noncertificated staff; however, in some circumstances
noncertificated staff members may qualify for exempt status. The Board directs the superintendent
to ensure that job positions are classified as exempt or nonexempt and that employees are made
aware of these classifications. Employees in doubt about their status should contact their immediate
Paid Holiday Eligibility – Those employees whose work calendars include paid holiday(s) and who
work or take pre-approved vacation leave the scheduled work day before and the scheduled work day
after each paid holiday. Employees whose assignments are based on a 12 month calendar will be
paid for all district approved holidays. Employees whose assignments are based on less than a 12
month calendar will be paid for one (1) district approved holiday.
Paid Holiday Compensation – Eligible employees who work or take pre-approved vacation leave
the scheduled work day before and the scheduled work day after a paid holiday will be credited with
the paid holiday hours toward the employee's 40-hour work week (Sunday, 12:01 a.m. through
Saturday, 12:00 midnight).
When an emergency arises, as determined by the district administration, certain classifications of
employees may be required by the department administrator to work overtime; i.e., inclement
weather or a building emergency.
The following provisions apply to nonexempt staff who work more than 40 hours during the
workweek (Sunday, 12:01 a.m. through Saturday, 12:00 midnight):
1. He or she will be paid one and one-half (1½) times his or her regular rate of pay for each
hour of overtime.
2. The Board discourages overtime work by nonexempt employees. All overtime for
nonexempt employees must have prior approval of the administrator in charge and the
immediate supervisor. Nonexempt employees who begin work earlier or work later than
their assigned hours without prior authorization from their immediate supervisor are subject
to discipline, including termination.
3. In the event the total hours worked plus eligible paid holiday hours exceeds 40 hours per
week (Sunday, 12:01 a.m. through Saturday, 12:00 midnight), the hours in excess of 40 hours
will be considered overtime.
All nonexempt employees must record their actual daily hours worked either by clocking in and out
or completing a daily time sheet or log as required by the Fair Labor Standards Act (FLSA).
Employees must record start time of work, time in and out for meal breaks, and time work ended
Daily records of hours worked by nonexempt employees are forwarded to payroll every two (2)
Each employee is responsible for accurate clocking/recording of his/her time. Clocking another
employee in or out or any falsification of time records is a violation of district policy and is grounds
for discipline up to and including termination.
In accordance with law, the district will provide a reasonable break time for an employee to express
milk for her nursing child each time the employee has a need to express for one (1) year after the
child's birth. The district will provide a location, other than a bathroom, that is shielded from view
and free from intrusion from coworkers and the public that employees may use to express milk.
* * * * * * *
Note: The reader is encouraged to check the index located at the beginning of this section
for other pertinent policies and to review administrative procedures and/or forms for
Revised: 08/13/1998; 04/05/2001; 05/12/2005; 04/07/2008; 06/11/2009; 05/13/2010;
Legal Refs: Fair Labor Standards Act, 29 U.S.C. §§ 201 - 216
Garcia v. San Antonio Metro. Transit Auth., 469 U.S. 528 (1985)
St. Charles School District, St. Charles, Missouri
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