Employment Policies Manual - Lake County

Employment Policies Manual 33modifications). Employees required to work overtime willgenerally be given at least forty-eight (48) hours of advancenotice when practicable.4. Non-exempt employees are not permitted to work overtimewithout express prior supervisory approval. Employeesworking overtime without appropriate prior authorizationwill be paid appropriately for the overtime hours, but will besubject to corrective action, up to and including termination.To the greatest extent operationally feasible, flexiblescheduling within the pay week will be used to avoidincurring of overtime in accordance with the County’sFlexible Scheduling Procedure.Time worked (i.e., productive hours) for the purposes ofovertime calculation shall include regular hours worked,holidays, annual leave scheduled in advance, and/oreducation hours. All other types of pay, including sick leave,administrative leave, jury duty, bereavement, anniversaryleave, annual leave substituted for sick leave only becausesick leave has been exhausted, or furlough hours will beconsidered non-productive hours and will not be consideredwhen calculating overtime compensation.5. Non-exempt employees required to come to work during offdutyhours due to an emergency or other urgent situationshall be paid in accordance with this policy (i.e., at the timeand-one-halfrate for actual hours worked exceeding theforty (40) productive hour threshold).6. Non-exempt employees required to be “on call” shall be paidtwo (2) hours of their regular pay for each twenty-four (24)hour period they are on call, regardless of whether or notthey are called in during that time. On call hours are notconsidered to be hours worked for purposes of overtime.Hours worked while on call will be considered productivework hours.