The College follows the Fair Labor Standards Act (FLSA) and Oregon Wage and Hour Laws to determine which positions are classified as nonexempt and as such, subject to overtime laws, and which positions are classified as exempt from overtime laws.  Nonexempt positions are subject to overtime pay or compensatory time at 1 ½ times hours worked over 40 hours in one week or by other terms covered under collective bargaining agreements.

1. Nonexempt Positions
   Overtime must be approved by the manager/administrator prior to the work being done.  If prior approval is not given by the manager/administrator, overtime will be paid but will be subject to disciplinary action up to termination.   It is expected that overtime will be kept at a minimum.  Employees’ attendance forms will reflect actual hours worked for overtime and usage of compensatory time.
   
   The manager/administrator and employee may decide mutually whether overtime pay or compensatory time off will be allowed.  If mutual agreement is not reached, the employee will receive overtime pay.  Authorized compensatory time, in lieu of overtime pay, should be taken within the next attendance period.   Accrued compensatory time as of the end of May’s attendance period will be paid off in June’s payroll unless authorized by the manager/administrator to carry forward for usage in the next fiscal year.
   
   
2. Exempt Positions
   Exempt positions are not eligible for overtime or compensatory time.   However the employee, in cooperation with the manager/administrator, may arrange for discretionary time off.   Discretionary time off is not intended to be one-for-one for hours worked over normal work schedule.