Chapter 2

The normal work assignment for full-time employees is 40 hours per week.  Part-time employees will be scheduled to meet the requirements of the activity to which they are assigned.  Employees' work schedules will be determined by their immediate supervisor.  Irregular work shifts may be scheduled in order to accomplish assigned duties.  The supervisor may require overtime work of employees in order to accomplish assigned duties.
A work week begins at 12:01 a.m. on Saturday and ends at midnight the following Friday.
A paid fifteen minute rest period may be allowed for each four hours worked.  The employee’s supervisor is responsible for scheduling rest periods. Rest periods are not guaranteed, are subject to departmental work load, and may be denied if they adversely impact departmental work flow. Rest periods are not cumulative and can not be used to cover late arrival to work or early departure.
A meal break is unpaid leave, shall normally be one hour, and is not cumulative.  Scheduling meal breaks is the responsibility of the immediate supervisor.  Meal breaks can not be used to cover late arrival to work or early departure.  Exceptions to the regular time assigned for meal breaks require prior approval by the immediate supervisor.
The basic work load for non-exempt personnel is 40 hours per week. When overtime is required, all hours worked in excess of the standard 40 hours shall be paid at a rate of one and one half times the employee's regular hourly rate.  Overtime work by non-exempt employees will be kept to a minimum consistent with requirements of orderly operation of the College and requires prior supervisory approval.  Failure to obtain prior approval may result in disciplinary action.  Blanket overtime authority may be issued to cover overtime requirements in departments with weekend, night, and emergency responsibilities. All hours worked must be reflected on the bi-weekly time sheet.
Employees who are required to work holidays shall be credited with their normal holiday pay
plus the hours worked on the holiday at their normal rate of pay. For purposes of overtime
calculations, official holidays are the only leave considered to be hours worked.
Every employee of the College is expected to be on duty each duty day unless on excused leave of absence.  Regular attendance is an essential condition of employment, and any employee who fails to maintain an acceptable record of attendance may be discharged.  An employee who is absent from duty without leave, as specified in this handbook, shall forfeit compensation for times of absence. If an employee cannot report to work he/she is responsible for notifying his/her supervisor as early as possible on or prior to the day he/she is absent.
All absences will be recorded by the supervisor as excused or unexcused. Excused absences are defined in Chapter 5 and any absence not meeting the criteria shall be classified as unexcused. A doctor's statement may be required by the supervisor to validate absences due to illness.  Failure to report to work without an approved excuse may result in disciplinary action, up to and including termination.