These procedures implement the policy of the Metropolitan Library Commission ensuring compliance with the Fair Labor Standards Act (FLSA). 

Procedure

1. Reporting of Hours: Unless exempt and excluded by the Chief People Officer, every employee will, at the end of each pay period, complete a timecard and electronically approve it by the prescribed deadline. The manager will certify its accuracy and approve it promptly as prescribed. 
2. Requesting and Reporting Overtime: Normally, if a manager anticipates an overtime situation during a given week, schedules should be adjusted to offset this time within the same work week (defined as 12:01 a.m. Monday through 12 midnight Sunday) for the person or persons performing the work.  
3. Identification of Exempt Employees: Within the guidelines provided by the U.S. Secretary of Labor, the Chief People Officer identifies positions that are exempt from the overtime provisions. These positions are designated on the Job Description as FLSA Status: Exempt. 
4. Identification of Employees Excluded from Timecard Reporting: Employees in the positions designated as exempt in Provision 3 above are also identified and designated as those excluded from completing timecards. Employees in positions identified as exempt in Procedure 3 above will be subject to the following provisions:

• Deductions will be made when the employee is absent from work for personal reasons other than sickness or disability only after the employee has exhausted his or her paid leave balance. If the employee is absent for less than a day, he or she will be paid for the full day. 
• Deductions will be made when the employee is absent from work for personal reasons other than sickness or disability only after the employee has exhausted his or her paid leave balance. If the employee is absent for less than a day, he or she will be paid for the full day. 
• The Library will not make pay deductions for absences due to jury or witness duty or temporary military duty unless the absence is for a full work week. 
• In cases where the Family and Medical Leave Act applies, pay will be deducted for absences of less than one full day. Deductions will be made only after the employee has exhausted his or her accrued leave balances.
• Suspensions (imposed leave without pay) imposed in good faith for infractions of safety rules of major significance do not affect the employee's exempt status.  
• Disciplinary suspensions of one or more full days imposed in good faith for workplace conduct rule infractions do not affect the employee’s exempt status. 
• An exempt employee need not be paid their full weekly salary during the first and/or last weeks of employment. The salary will be prorated based on the number of days worked in the payroll period.