Employee Handbook v.2025

An exempt employee's salary will not be reduced when the employee works part of a week and misses part of a week due to service as a juror, witness or in the military or for lack of work. It is CODAC’s policy to comply with the salary basis requirements of the Fair Labor Standards Act (FLSA) and applicable state law. CODAC prohibits any deductions from pay that violate the FLSA or applicable state law. If an exempt employee believes that an improper deduction has been made to their salary, the employee should immediately report this information to Payroll. Reports of improper deductions will be promptly investigated. If it is determined that an improper deduction has occurred, the employee will be promptly reimbursed for any improper deduction made. OVERTIME When operating requirements or other needs cannot be met during regular working hours, employees may be scheduled to work overtime. Nonexempt (hourly) employees will be paid one and one-half (1.5) times their regular rate of pay for all hours worked in excess of 40 in one workweek and as otherwise required by applicable state and federal law. Paid time off—including sick leave, holidays, vacation, and jury duty (where applicable)—is not considered hours worked when calculating overtime compensation. Exempt employees are expected to work as much of each workday as is necessary to complete their job responsibilities. No overtime or additional compensation is provided to exempt employees. For overtime pay calculation purposes, the workweek begins on Monday at Midnight and ends on Sunday at 11:59 p.m. ON-CALL PAY To ensure that employees will be available to address and resolve issues that may arise, CODAC has instituted on-call compensation to cover those employees, as appropriate, who may be required to be on call and/or come back into work following their regularly scheduled shift. During the on-call period, depending on the department and/or program employees may be required to report to work or may perform on-call work remotely, if applicable. Employees are free and encouraged to engage in personal activities during the on-call period. However, CODAC asks that the employee refrain from the use of alcohol to ensure soundness of judgment. On-call employees are expected to keep their cell phone and laptop accessible during all on-call hours and are also expected to respond to a text or call within 15 minutes of receipt. Employees will be compensated for their on-call/call-in time. Failure to respond to a text or call during the employee's designated on-call time may result in discipline. Non-exempt on-call employees will be paid at their normal rate of pay for any time actually worked while on-call, as specified in this policy. Employees will be paid any applicable overtime rate if the time actually spent carrying out assigned duties during the call-in time qualifies as overtime hours. All overtime work must be authorized in advance by the employee's supervisor. Working overtime without prior authorization may result in disciplinary action.

Employee Handbook v. 05.2025

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