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FLSA & KRONOS

FLSA & KRONOS . Leah Metzer, Director, Accounting & Payroll Bridget Bushman, Specialist, HR/Classification. Objectives. Review Fair Labor Standards Act (FLSA) Guidelines Review ESPBC Master Agreement – wage and hour Review KRONOS – employee time & attendance application

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FLSA & KRONOS

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  1. FLSA & KRONOS

    Leah Metzer, Director, Accounting & Payroll Bridget Bushman, Specialist, HR/Classification
  2. Objectives Review Fair Labor Standards Act (FLSA) Guidelines Review ESPBC Master Agreement – wage and hour Review KRONOS – employee time & attendance application Share KRONOS Implementation Plan Questions & Answers 
  3. FLSA Identifies two types of employees Non-exempt exempt Salaried employees Do not receive overtime compensation Executive, Administrative, Professional, etc. classifications Hourly employees Compensated at time-and-one half for time worked in excess of 40 hours per week ESPBC employees

  4. FLSA requires employers to . . .

    Compensate all non-exempt employees for ALL hours worked Overtime compensation for hours worked beyond 40 hours per work week Pay employees federal minimum wage Maintain wage and hour record keeping
  5. Effect of ESPBC Master Agreement Should the Master Agreement provide employee benefits beyond the guidelines in FLSA, the agreements will prevail Breaks (example) Employers not required to provide under FLSA Master Agreement provisions establish guidelines for breaks Information combination of FLSA & ESPBC agreement guidelines
  6. Overtime (OT) Hours worked over 40 hours in a work week are considered OT Hours worked beyond 40 must be compensated at a rate of time and one half vacation, paid leave, and holiday pay are not treated as hours worked
  7. Overtime (OT) Must be pre-approved by a supervisor Either paid time or compensatory time (agreed upon) Employee, with approval, may adjust their schedule during the work week to offset extended work days These adjustments should occur in the same work week
  8. Gap Time Time worked beyond the normal work week up to 40 hours is “gap time” 40 hours per week – 37.5 hours per week = 2.5 hours gap time Paid at the regular hourly rate of pay (not time and one half) Must be pre-approved by supervisor
  9. Compensatory (Comp) Time Paid time off which is earned and accrued in lieu of cash payment for work in excess of regular weekly schedule Earned hour for hour for ‘gap time’ Earned at a rate of one and one half hours beyond 40 hours per week
  10. Using Comp Time Preferred – within the same or next pay period after accrued FLSA – states within a ‘reasonable time period’ ESPBC Agreement – states must be used by the end of the school/fiscal year

  11. Responsibilities for Administrator/Supervisor

    Monitor employees time Review requests for work extending beyond the work schedule Determine if schedule can be adjusted within a work week Report comp time and overtime appropriately Ensure comp time is utilized in accordance with ESPBC Counsel and/or provide disciplinary action to employees who do not comply with OT or comp time procedures

  12. Responsibilities for Employee

    Perform duties during designated work hours Avoid working during lunch, before, or after the start of the day without prior approval Avoid accessing electronic work materials (e-mail) beyond work hours Obtain authorization and complete appropriate form Understand whether or not you will receive comp time or payment Use comp time in accordance with the ESPBC Agreement

  13. We Love Your dedication

    However, ESPBC employees may not . . . Volunteer to work ‘off the clock’ Waive rights under FLSA
  14. Current BCPS Reporting Procedures Authorization to Work Beyond Scheduled Hours form (two parts) Must be signed by supervisor prior to working gap time or OT Indicates either paid or comp time Report of hours worked upon completion
  15. Authorization to Work Beyond Scheduled Hours
  16. Current BCPS Procedures - Continued Notification of Absence card Used to request time off including comp time Bi-Weekly Payroll Report Used to record leave and additional hours worked
  17. Why KRONOS? Currently used by BCPS More efficient way to process payroll Increased accuracy Compliant with FLSA Compensate employees for all hours worked
  18. KRONOS Project -Progress to Date Conducted focus group meetings Incorporated feedback Established project steering committee and work group Met with offices participating in Phase 1 and 2 Inventoried KRONOS time clocks Developed training materials
  19. Implementation Schedule April 2014 – Parallel testing May 2014 – Phase 1 Fiscal Services and Human Resources Bldg E June – August 2014 – Phase 2 Office-based employees (Greenwood, Jefferson Bldg, Pulaski Park) September – December 2014 – Phase 3 Roll out to school-based employees
  20. Resources BCPS Office of Payroll: 410-887-4240 http://www.bcps.org/offices/payroll/ BCPS Overtime/Gap Time Authorization Form: http://www.bcps.org/offices/payroll/pdf/flsa/work_form.pdf State of Maryland Wage and Hour Division: www.dllr.state.md.us/labor/wages/ U.S. Department of Labor Wage and Hour Division: www.dol.gov/whd/flsa BCPS Office of Classification: 410-887-8938 http://www.bcps.org/offices/personnel_services/pdf/FLSAGuide.pdf http://www.bcps.org/offices/personnel_services/pdf/FLSA-FAQ.pdf BCPS Office of Staffing: 410-887-7869 BCPS Office of Employee Dispute Resolution: 410-887-8936

  21. Questions

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