The workday for full-time licensed and professional staff will be a minimum of seven hours and will continue until professional responsibilities to the student and school are completed. Administrative meetings, curriculum development, pupil supervision, assigned duties, parent conferences, group or individual planning and extra-curricular activities will require hours beyond the stated minimum. Work schedules for other employees will be defined by the superintendent or his/her designee, consistent with the Fair Labor Standards Act and the provisions of this policy.
Working hours for all employees not exempted under the Fair Labor Standards Act, including secretaries, bus drivers, cafeteria, janitorial and maintenance personnel, will conform to federal and state regulations. The superintendent will ensure that job positions are classified as exempt or non-exempt and that employees are made aware of such classifications. Supervisors will make every effort to avoid circumstances which will require non-exempt employees to work more than 40 hours each week. For purposes of compliance with the Fair Labor Standards Act, the workweek for school district employees will be 12:00 a.m. Saturday until 11:59 p.m. Friday.
Full time nonexempt employees who work more than 35 hours per week for Rockingham County Public Schools will not be permitted to accept other assignments or jobs within the school division. Any nonexempt employee who regularly works 20 to 35 hours per week for Rockingham County Public Schools will be considered for additional assignments/jobs on a case by case basis. Nonexempt employees who work less than 20 hours per week may assume additional duties such that total weekly hours worked do not exceed 35.
The Rockingham County School Board discourages overtime work by non-exempt employees. A non-exempt employee will not work overtime without the express approval of his/her supervisor. All supervisory personnel must monitor overtime on a weekly basis and report such time to the Director of Human Resources or his/her designee. Principals and supervisors will monitor employeesÕ work, will ensure that overtime provisions of this policy and the Fair Labor Standards Act are followed and will ensure that all employees are compensated for any overtime worked. Principals or supervisors may need to adjust daily schedules to prevent non-exempt employees from working more that 40 hours in a workweek. Accurate and complete time records of actual hours worked during the workweek will be completed by each employee and submitted to payroll. The Director of Finance will review work records of employees on a regular basis to make an assessment of overtime used.
In lieu of overtime compensation, non-exempt employees will receive compensatory time at a rate of not less than one and one-half (1.5) hours for each one hour of overtime worked, if such compensatory time
(1) is pursuant to an agreement between the employer and employee reached before overtime work is performed, and
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(2) is authorized by the immediate supervisor.
Employees will be allowed to use compensatory time within a reasonable period after requesting such use if the requested use of the compensatory time does not unduly disrupt the
operation of the school division. Employees may accrue a maximum of 30 days before they will be provided overtime pay at the rate earned by the employee at the time the employee receives such payment. In addition, upon leaving the school division, an employee must be paid for any unused compensatory time at the rate of not less than the higher of
(1) the average regular rate received by the employee during his/her last three years of employment, or
(2) the final regular rate received by the employee.
Non-exempt employees whose workweek is less than 40 hours will be paid at the regular rate of pay for time worked up to 40 hours. Such employees will be provided overtime pay or compensatory time as provided above for working more than 40 hours in a workweek.
Attendance
Expectations
All employees are expected to be present during all work hours. Absence without prior approval, chronic absences, habitual tardiness or abuses of designated working hours are all considered neglect of duty and will result in disciplinary action up to and including dismissal.
Adopted:
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Legal Ref.: Code of Virginia, 1950, as amended, ¤¤ 22.1-78, 22.1-291.1, 40.1-28.8
Cross Ref.: Rockingham
County Public Schools Administrative Directive: Documentation Requirements
of Time Worked for Non-Exempt Employees, AD-GAA-6/09
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