Glenbard Township High School District 87
Compliance with the Fair Labor Standards Act
Please refer to the “Glenbard Township High School District 87 Contract Between the Board of Education, District 87 and: Building Service Employees’ Union Local 73; American Federation of State, County and Municipal Employees Local 1970; or Glenbard Education Association.”
For employees not covered by this agreement:
The Superintendent will identify all job positions as either “exempt” or “non-exempt” according to State law and the Fair Labor Standards Act (FLSA) and inform employees whether they are “exempt” or “non-exempt.” “Exempt” and “non-exempt” employee categories may include licensed and non-licensed job positions. All non-exempt employees, whether paid on a salary or hourly basis, are covered by minimum wage and overtime provisions.
Workweek and Compensation
The workweek for District employees will be 12:00 a.m. Monday through 11:59 p.m. Sunday or as identified in an applicable collective bargaining agreement. Non-exempt employees will be compensated for all hours worked in a workweek including overtime.
Overtime and Compensatory Time
“Overtime” is time worked in excess of 40 hours in a single workweek.
“Compensatory Time” is time off instead of pay for overtime.
Overtime work by non-exempt employees is discouraged. A non-exempt employee shall not work overtime without his or her supervisor’s express approval. Employees who intentionally work unauthorized overtime may be subject to disciplinary action. The Superintendent of Designee shall establish appropriate procedures for the use and reporting of overtime and compensatory time.
Please refer to the “Glenbard Township High School District 87 Contract Between the Board of Education, District 87 and: Building Service Employees’ Union Local 73; American Federation of State, County and Municipal Employees Local 1970; or Glenbard Education Association” for other requirements or procedures for overtime and compensatory time.
Unless otherwise provided by an applicable collective bargaining agreement, non-exempt employees may receive compensatory time under procedures established by the Superintendent of Designee. Unless otherwise established by the Superintendent or Designee, compensatory time must be taken, with the supervisor’s approval, within 30 calendar days following the payroll period in which the overtime is worked.
The Superintendent shall implement this policy through rules, procedures and practices which are designed to achieve compliance with State and federal minimum wage and overtime provisions.
LEGAL REF. Fair Labor Standards Act, 29 U.S.C. §201 et seq., 29 C.F.R. Parts 516, 541, 548, 553, 778, and
785.CROSS REF.: 5:240 (Suspension), 5:290 (Employment Termination and Suspensions)
ADOPTED: October 12, 2004
REVIEWED: November 21, 2005
REVIEWED: June 10, 2013
REVISED: June 24, 2013