FOREWORD - Wentworth Institute of Technology

WIT Employee HandbookSection III: Payrollc. Overtime paymentsEach biweekly paycheck will include overtime pay for extra hours worked duringthe prior work period.d. Holiday ratesSee Section V B. HOLIDAYS2. EXEMPT EMPLOYEESEmployees who supervise others and whose duties and responsibilities areadministrative, executive or professional are exempt from the Fair LaborStandards Act and are not eligible for overtime payments.Wentworth Institute of Technology (WIT) will abide by Department of Labor(DOL) regulations with regard to the processing of pay for salaried exempt staffmembers.III G. EXEMPT PAY PRACTICESIt is the policy of WIT to abide by the DOL’s FairPay rules, including those relatedto payroll deductions for salaried exempt staff members. Deductions fromsalaried exempt payroll will be limited to the following seven exceptions asprovided for in DOL Law 29 CFR 541.602(b):1. Personal absence of one day or more2. Absence of one or more days for sickness or disability, including workers’compensation, if paid in accordance with a bona fide benefits plan3. To offset monies paid for jury or witness fees or military pay4. Penalties for violating major safety rules5. Unpaid disciplinary suspensions of one day or more6. Initial or terminal week of employment if full week not worked7. Unpaid Family and Medical Leave Act (FMLA) leaveIn the event of an improper pay deduction, WIT is committed to reimbursing thestaff member as soon as practicable once notification is received.a. Calculating DeductionsWhen calculating deduction amounts allowed under the regulations, the hourlyequivalent of the employee’s full weekly salary will be used. Deductions forviolations of major safety rules will be made in any amount as provided by theDOL’s FairPay rules.When making deductions for unpaid FMLA, WIT may pay a proportionate part ofthe full salary for time actually worked. For example, if an employee whonormally works 37.5 hours per week uses 3.75 hours of unpaid leave under theMarch 200938