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Regular Field Worker. An employee whose regular assigned position involves <br /> performing a significant portion of his or her work outside of the Utilities' <br /> physical facilities. <br /> Exempt Employee An employee whose duties result in exclusion of the <br /> employee's work from coverage under the minimum wage and/or overtime <br /> provisions of the wage and hour laws. <br /> Non Exempt Employee An employee whose duties result in coverage of the <br /> employee's work under the minimum wage and/or overtime provisions of the wage <br /> and hour laws. <br /> Utilities Manager. Any employee of the Utilities,or other individual identified by <br /> the Commission, who is a Utilities supervisor, superintendent, manager, director, <br /> representative or other individual who is generally identified to employees by <br /> Utilities policy, practice or communication as having managerial, supervisory, or <br /> administrative authority to act on behalf of the Utilities,regardless of whether such <br /> authority is limited or subject to the authority of others in the Utilities' <br /> organizational structure. <br /> Temporary Worker. A temporary worker typically is hired for a specific period <br /> of time. Generally, temporary workers are hired as interim replacements, to <br /> supplement the work force, and/or to assist with specific projects. Temporary <br /> workers often will be informed of an estimated duration of their assignment, <br /> although either the worker or the Utilities may end the work relationship at any <br /> time. Temporary work that continues beyond an estimated duration in no way <br /> implies a change in the worker's status. Temporary workers retain their temporary <br /> status unless and until they are specifically notified by the Utilities of a change. <br /> 24. TIME REPORTING POLICY <br /> General Policy <br /> The goal of the time reporting system is the accurate and timely reporting of time worked <br /> (by job or account) and time off(by category). This is essential for(1) guaranteeing that <br /> employees are paid correctly and that their leave accumulations are accurate, (2) <br /> monitoring actual performance against budgetary goals, and (3) ensuring labor costs are <br /> properly reported. <br /> Each employee is responsible for the accurate submission of his or her own personal time <br /> reporting, and each supervisor is responsible for reviewing the employee's compliance <br /> with this time reporting policy. <br /> Recording Time <br /> 21 <br /> March 2017 <br /> September 2018 <br /> 68 <br />