2020 Archdiocese of Atlanta Employee Policy Manual/September 2020 - Manual / Resource - Page 25
For purposes of determining overtime entitlement, the workweek begins on Sunday and ends on
Saturday. Overtime is calculated based on actual hours worked. If a nonexempt employee takes
vacation, sick, personal, or receive pay for a holiday during a workweek and then works extra
hours during the same workweek, payment will be paid at the regular hourly rate until the actual
hours worked reaches 40.
Flex time may be allowed for nonexempt employees in an effort to “make-up” for time not worked
according to the employee’s standard work schedule, with immediate supervisor approval. Flex
time must be completed within the same workweek. Supervisors may also adjust the work
schedule of a non-exempt employee in order to avoid an overtime situation, so long as the
adjustment is made within the same workweek.
Nonexempt employees may not be granted comp time in lieu of overtime pay. Employees are not
allowed to legally waive their rights to overtime pay.
Meal Breaks & Rest Periods for Nonexempt Employees:
Although not required by federal or state law, meal breaks are encouraged for employees who are
scheduled to work five (5) or more hours in a workday. Lunch breaks are generally 30 minutes
and are unpaid. Break times of less than 30 minutes should be paid.
Employees should not be permitted or asked to work during a meal break. If work of any type is
performed during this time, the employee’s meal break will be paid. If a location decides to adopt
the regular practice of 15-minute morning and afternoon breaks, this break period should be paid.
3.1.3: Compensation for Employees in Multiple Jobs (revised February 2022)
In an effort to control costs, oftentimes, employees are hired to fill multiple positions. This may
result in an employee working in multiple departments, ministries, offices, or locations.
Department of Labor regulations permits this practice; however an employee can only have one
FLSA classification. If he/she works in multiple positions anywhere in the Archdiocese, the
employee’s FLSA classification is determined by his/her primary position. The FLSA classification
would apply to all other positions performed by the employee.
If a nonexempt FLSA classification is assigned, actual hours worked across all positions (including
positions worked in other archdiocese locations) qualify for overtime pay if hours worked exceed
40 in a workweek. The Chancery Office of Human Resources should be contacted to assist in the
appropriate calculations for overtime.
When two (2) or more jobs are performed under multiple locations by the same employee, a
Shared Employee Agreement should be initiated by contacting the Chancery Office of Human
Resources. The agreement will outline payroll and benefits processing procedures. A Shared
Agreement is necessary when multiple positions result in one of the following situations:
•
The total number of scheduled work hours in a workweek between all locations is more
than 28 hours;
