THE UNITED STATES FAIR LABOR STANDARDS ACT · foklahoma policy guidelineslsa the united states fair...

OKLAHOMA POLICY GUIDELINES

FLSAT H E U N I T E D S T A T E S F A I R L A B O R S T A N D A R D S A C T

Revised 2017

STATEOFOKLAHOMAHumanCapitalManagement

FLSAPolicyGuidelines

TABLEOFCONTENTSI.POLICYSTATEMENT .................................................................................................................................................... 5

II.OVERVIEWOFTHEFAIRLABORSTANDARDSACT(FLSA) ........................................................................................... 6

III.FAIRLABORSTANDARDSACTJOBCATEGORIES ...................................................................................................... 7

A.EXEMPTIONS ................................................................................................................................................................... 81.ExecutiveEmployees ......................................................................................................................................... 102.AdministrativeEmployees ................................................................................................................................. 123.ProfessionalEmployees ..................................................................................................................................... 144.ComputerEmployees ........................................................................................................................................ 175.Miscellaneous .................................................................................................................................................... 18

B.SALARYTEST ................................................................................................................................................................. 191.SalaryBasisRequirement .................................................................................................................................. 192.PermissibleEmployerDeductionsinSalary ...................................................................................................... 193.ExemptionforEmployeesofPublicAgencies .................................................................................................... 194.EffectofImproperDeductionsfromSalary ....................................................................................................... 20

IV.RECORDKEEPING .................................................................................................................................................... 21

A.THERECORDKEEPINGREQUIREMENTS .............................................................................................................................. 21B.TIMEKEEPING ............................................................................................................................................................... 21

1.Meals ................................................................................................................................................................. 212.RestorBreakPeriods ........................................................................................................................................ 223.Training ............................................................................................................................................................. 224.Travel ................................................................................................................................................................. 225.SleepTime ......................................................................................................................................................... 256.WaitingTime ..................................................................................................................................................... 267.Vacation,SickLeaveandHolidays .................................................................................................................... 26

V.ESTABLISHMENTOFTHEWORKWEEK .................................................................................................................... 27

A.REGULARWORKWEEK .................................................................................................................................................... 27B.HOSPITALS .................................................................................................................................................................... 27C.LAWENFORCEMENTACTIVITIES ........................................................................................................................................ 27D.FIREPROTECTIONEMPLOYEES .......................................................................................................................................... 28

VI.OVERTIMEPAYMENTCALCULATION ..................................................................................................................... 30

A.HOURSWORKED ........................................................................................................................................................... 30B.UNAUTHORIZEDWORK .................................................................................................................................................... 30

C.REQUIREMENTS-REGULARRATE ...................................................................................................................................... 30D.ON-CALL ...................................................................................................................................................................... 30E.CALL-BACKPAY .............................................................................................................................................................. 31F.SPECIALPAYPROVISIONS ................................................................................................................................................. 31G.TIMEOFPAYMENT ......................................................................................................................................................... 31H.COMPENSATORYTIME .................................................................................................................................................... 32I.WORKWEEKADJUSTMENT ............................................................................................................................................... 33

VII.OVERTIMECOMPENSATIONOFEXEMPTEMPLOYEES ......................................................................................... 34

VIII.MISCELLANEOUS ................................................................................................................................................... 35

A.BONAFIDEVOLUNTEERS ................................................................................................................................................. 35B.MULTIPLEJOBSITUATIONS .............................................................................................................................................. 35C.SUBSTITUTION ............................................................................................................................................................... 35D.LEGISLATIVEEMPLOYEEEXCLUSION ................................................................................................................................... 35E.ELECTEDOFFICIALEXCLUSION .......................................................................................................................................... 35F.INCLUSIONOFNONDISCRETIONARYBONUSESANDINCENTIVEPAYMENTS ................................................................................. 36

IX. FREQUENTLY ASKED QUESTIONS AND ANSWERS ABOUT THE REVISIONS ..................................... 36

INTRODUCTION

OnFebruary19,1985,theSupremeCourtoftheUnitedStates,inthedecisiononGarciaV.SanAntonioMetropolitanTransitAuthority,placedtheStateofOklahomainapositionofliabilitywith regard to the wage and hour provisions of the Fair Labor Standards Act of 1938 asamended.PrevioustotheFebruary1985opinion,theemployeesofthestatewereexemptedfrom the provisions of the federal law related to minimum wages, maximum hours, andovertime.Further, the statewasgenerallyexempted fromthe recordkeepingaspectsof thefederal lawandtheregulationsissuedpursuanttothelaw.AsaresultoftheGarciadecision,the State ofOklahoma falls under the provisions of the act.Our primary consideration is toensurecompliancewiththefederallawandtheFairLaborStandardsAct.OnNovember13,1985,PresidentReagansignedintolawabillwhichwasdesignedtolessentheimpactoftheFairLaborStandardsAct(FLSA)onstatesandlocalgovernments.Underthislaw(P.L.99-150),theFairLaborStandardsActwasamendedtoallowtheuseofcompensatorytime, clarify theuseof volunteers, anddelay coverageof theAct for traditional functionsofstatesandlocalgovernments.In2002,inresponsetowidespreadcriticismthattherulespertainingtoexemptionswere“seriouslyoutdated,”theSecretaryofLaborreaffirmedtheDOL’scommitmenttochangingtherules;andonMarch31,2003,theDepartmentpublishedproposednewregulationscovering“whitecollar”or“exempt”employees.A90-daycommentperiodwasprovided,duringwhichtheDepartmentreceived75,280commentsfromawidevarietyofemployees,employers,tradeandprofessionalassociations,smallbusinessowners,laborunions,governmententities,lawfirmsandothers.Inaddition,theDepartment'sproposalpromptedvigorouspublicpolicydebateinCongressandthemedia.Aftercarefullyconsideringalloftherelevantcomments,theDepartmentmadenumerouschanges,resultinginthefinalrulepublishedonApril23,2004.ThisfinalruleiseffectiveonAugust23,2004,120daysafterbeingpublishedintheFederalRegister.OnMay25,2007,PresidentBushsignedintolawasupplementalappropriationbill(H.R.2206)which contains theFair Minimum Wage Act of 2007. This provision amended the FLSA toprovidefortheincreaseofthefederalminimumwagebyanincrementalplan,culminatinginaminimumwageof$7.25perhourbyJuly24,2009.Also, Section 4207 of thePatient Protection and Affordable Care Act(H.R.3590) amendsSection7of theFLSA toadd thatemployers shallprovidebreak time fornursingmothers toexpressmilkandthat"aplace,otherthanabathroom,thatisshieldedfromviewandfreefromintrusionfromcoworkersandthepublic"shouldbeavailableforemployeestoexpressmilk.ThePolicyGuidelines:FairLaborStandardsActhasbeendesignedtoprovideanoverviewofandreferencetotheprovisionsoftheActandthecorrespondingfederalandstateregulations.ThisguideisnotacomprehensivelistingoftheFairLaborStandardsAct(29U.S.C.201et.seq.)andregulationspromulgatedthereunderortheOklahomaMeritRulesonpaymentofovertime

3

(OAC530:10-7-12)and isnot intended toconflictwith theAct, the regulations,or theMeritRules. A copy of each agency's overtime policy shall be made available by the AppointingAuthority to interested persons upon request and the Appointing Authority shall so notifyemployees.CopiesofsuchpolicyshallbeforwardedtoHumanCapitalManagement.

4

I.PolicyStatementIt is the policy of the State ofOklahoma to adopt and implement the provisions of the FairLaborStandardsAct (FLSA)as thebasicovertimepolicyof the state (§61-3&§74-840-2.15).Any overtime work necessary to the continued effective operations of the state should bemanagedinthemostefficientandeconomicalmannerpossible.In order to facilitate the implementation of this policy, the Administrator of Human CapitalManagementissuestheseguidelinestoassisteachstateagencyinimplementingtheovertimeprovisionsoftheFairLaborStandardsActforitsspecificprogramsandworkforce.Additionally, the guidelines include information to facilitate the development andimplementation of agency policy that will control and limit the use of, allotment of, orcompensationof,overtimewithinthestateservicethatisconsistentwithfederallawandthepolicyoftheStateofOklahoma.Afterreviewingtheguidelines,eachagency,institution,board,andcommissionshallsubmitacomprehensive overtime policy to the Human Capital Management that is substantially inaccordancewiththeseguidelines(MeritRule260:25-7-12(a)).Agency heads and supervisors shall limit hours worked by the employee to the employer’sestablishedworkperiods,asdefinedbytheFLSA,exceptinthosecaseswhereadditionalhoursofworkarenecessarybecauseofweatherconditions,seasonalactivity,oremergencies.Itshallbetheresponsibilityofeachagencytodeterminethattheuseofovertimeisadministeredinthe best interest of the state. Although each agency head is responsible for themanner inwhich overtime is authorized, it is equally important to control unauthorized overtime.Unauthorizedworkshallbecountedashoursworked if theemployershouldhavestopped itbutdidnot,orifhe/sheknowsorhasreasontoknowofthework.Eachagencyisresponsiblefor internal controls which will provide a means of reviewing and evaluating the use ofovertime. Such review should take into consideration organizational structure, scheduling ofwork,positioncomplement,andpersonnelclassifications.

5

II.OverviewoftheFairLaborStandardsAct(FLSA)TheFairLaborStandardsActof1938,asamended(29U.S.C.201etseq.),establishesminimumwage,overtime,recordkeeping,andotherrequirements.In1974,theFairLaborStandardsActwasamendedtoextendcoveragetostateandlocalgovernments.The Fair Labor Standards Act is enforced by the United States Department of Labor. TheSecretary of Labor is authorized to investigate employers and institute litigation to recoverunpaidwagesandovertime.Wherea recovery ismade, liquidateddamages,attorney’s fees,andcourtcostsareusuallyassessed.UnderthisAct,overtimeatarateofoneandone-halftimestheemployee’sbasicrateofpaymust be paid for work in excess of 40 hours in any workweek. Each workweek must beconsidered separately when computing overtime. There are certain exemptions from thecoverageoftheActforemployeeswhowork inanexecutive,administrative,professional,orcomputercapacity.Therealsoarespecialovertimerulesforemployeesofpublicagencieswhoworkinfirefightingorlawenforcementactivities,includingworkingincorrectionalinstitutions.The Fair Labor Standards Act requires payment of wages for all time that an employee isrequiredorpermittedtowork.Underthisconcept,employeeswhovoluntarilyworkbeforeorafter their assigned shifts would be entitled to payment. All that is required is that theemployerknowsorhasreasontobelievethattheyareworking.Managementhasthedutyofensuringthatsuchworkdoesnotoccurunlessauthorized.TheDepartmentofLaborhasissuedalargeamountofinterpretivematerialontheFairLaborStandardsAct.ThismaterialcanbefoundinVolume29,CodeofFederalRegulations,Parts500to899orontheDOLwebsiteathttp://www.dol.gov.

6

III.FairLaborStandardsActJobCategoriesTheFLSArecognizestwobasiccategoriesofjobs:

• exempt(E)-thoseemployeesnotcoveredbytheact,and

• non-exempt(N)-thoseemployeescoveredbytheact.Theexemptcategoryconsistsoffoursubordinatecategorieswhichareapplicabletothestateservices:

• executive• administrative• professional• computeremployees

FLSA requirements apply to positions and employees—not to job families. However, HumanCapitalManagement(HCM)jobfamilydescriptorscanserveasageneralguideindeterminingwhether individualpositionsareexemptornon-exemptundertheprovisionsof theFLSA.Allstateclassificationswillbeidentifiedasfollows:E—exemptN—non-exemptThisidentificationsystemistobeusedasatentativeguideonly.Eachindividualpositionwithina job family level identified as exempt or non-exemptmust be analyzed by agency staff todeterminewhetherornotitisexempt.AppendixAprovidesalistingofthestateclassificationsandthetentativeidentificationofexemptornon-exemptstatus.Agencieswhichdonothave job familydescriptors shoulddevelop such specificationsbeforedeterminingtheexemptornon-exemptstatusofgroupsofjobs.

7

A.ExemptionsUnlike most other exemptions under the FLSA, the white-collar exemptions cut acrossclassifications. Virtually every employer under the law faces the problem of deciding whichwhite-collarworkersmayqualifyforanexemptstatus.The law exempts certain categories from both minimum-wage and overtime requirements:executives, administrative employees, andprofessional employees. The Secretaryof Labor isauthorizedto"defineanddelineate"theseexemptcategories.TheSecretary’sdefinitionsaresetforthin29CFR541.0-.6.TheDepartmentofLaborpolicyhastheforceoflawaslongasitisnotsetasidebythecourtsasarbitraryorcapricious.TheexemptionsprovidedbyFLSASection13(a)(1)applyonlyto“whitecollar”employeeswhomeetthesalaryanddutiestestssetforthinthePart541regulations.Theexemptionsdonotapplytomanuallaborersorother“bluecollar”workerswhoperformworkinvolvingrepetitiveoperations with their hands, physical skill and energy. FLSA-covered, non-managementemployees in production, maintenance, construction and similar occupations such ascarpenters, electricians,mechanics, plumbers, ironworkers, craftsmen, operating engineers,longshoremen,constructionworkersandlaborersareentitledtominimumwageandovertimepremiumpayunder theFLSA,andarenotexemptunder thePart541 regulationsnomatterhowhighlypaidtheymightbe.Abasicruleinapplyingthewhite-collarexemptionisthatbonafideexecutive,administrative,and professional employees (including academic administrative personnel or teachers) areexemptfromtheminimumwageandovertimerequirementsoftheactiftheymeetallofthetestssetforeachcategory.Whetheranemployeeisexemptdependsontheirduties,responsibilities,andwhetherornottheyarepaidonasalariedbasis.Anyemployeewho ispaidat least theminimumsalary specifiedandwhoalsomeetsall theduties and responsibilities specified is exempt from the minimum wage and overtime payrequirements of the law. An honorific title does not make an employee exempt; nor is anemployeeexemptsimplybecausetheyaresalaried.TypicalExamplesofexemptduties:• Interviewing,selecting,andtrainingemployees,• Settingandadjustingpayratesandworkhours,• Directingwork,• Keepingproductionrecordsofsubordinatesforuseinsupervision,• Evaluatingemployees’efficiencyandproductivity,• Handlingemployees’complaints,

8

• Discipliningemployees,• Planningwork,• Determiningtechniques,• Distributingwork,• Decidingontypeofmaterials,supplies,machinery,ortools,• Controllingflowanddistributionofmaterialsandsupplies,and• Providingforsafetyofemployeesandproperty.TypicalExamplesofnon-exemptduties:• Performingthesamekindofworkassubordinateemployees,• Performing any production work, even though not like that performed by subordinate

employees,whichisnotpartofsupervisoryfunctions,• Replenishing stocks, returning stock to shelves, except for supervisory training or

demonstrationpurposes,• Performing routine clerical duties, such as bookkeeping, billing, filing, operating business

machines,• Checking and inspecting goods as a production operation, rather than as a supervisory

function,• Keepingrecordsforemployeesnotunderhis/hersupervision,• Preparingpayrolls,• Performingmaintenancework,• Repairingmachines,asdistinguishedfromanoccasionaladjustment,• Cleaningaroundmachinery,ortakinganemployee’splaceattheworkbench.

9

1.ExecutiveEmployeesToqualifyfortheexecutiveemployeeexemption,allofthefollowingtestsmustbemet(29CFR541.100):

• The employee must be compensated on a salary or fee basis (as defined in theregulations)ataratenotlessthan$455perweek;

• Theemployee’sprimarydutymustbemanagingtheenterprise,ormanaginga customarilyrecognizeddepartmentorsubdivisionoftheenterprise;

• Theemployeemustcustomarilyandregularlydirecttheworkofat leasttwoormoreotherfull-timeemployeesortheirequivalent;and

• The employee must have the authority to hire or fire other employees, or theemployee’s suggestions and recommendations as to the hiring, firing, advancement,promotionoranyotherchangeofstatusofotheremployeesmustbegivenparticularweight.

PrimaryDuty“Primaryduty”means theprincipal,main,major ormost important duty that the employeeperforms.Determination of an employee’s primary dutymust be based on all the facts in aparticularcase,with themajoremphasison thecharacterof theemployee’s jobasawhole.Timealone isnotthesoletest,andnothing intheregulationsrequiresexemptemployeestospendmorethan50percentoftheirtimeperformingexemptwork.Factorstoconsiderwhendeterminingprimarydutymay include,butarenot limitedto, relative importanceofexemptdutiesascomparedwithothertypesofduties,amountoftimespentperformingexemptwork,employee’srelativefreedomfromdirectsupervision,andrelationshipbetweentheemployee’ssalaryandwagescomparedtootheremployeesforthekindofnonexemptworkperformedbytheemployee(29CFR541.700).ManagementGenerally, “management” includes, but is not limited to, activities such as interviewing,selecting,andtrainingofemployees;settingandadjustingtheirratesofpayandhoursofwork;directingtheworkofemployees;maintainingproductionorsalesrecordsforuseinsupervisionorcontrol;appraisingemployees’productivityandefficiencyforthepurposeofrecommendingpromotions or other changes in status; handling employee complaints and grievances;disciplining employees; planning the work; determining the techniques to be used;apportioning the work among the employees; determining the type of materials, supplies,machinery, equipment or tools to be used ormerchandise to be bought, stocked and sold;controlling the flowanddistributionofmaterials ormerchandise and supplies; providing forthesafetyandsecurityoftheemployeesortheproperty;planningandcontrollingthebudget;andmonitoringorimplementinglegalcompliancemeasures(29CFR541.102).

10

DepartmentorSubdivisionThe phrase “a customarily recognized department or subdivision” is intended to distinguishbetweenamerecollectionofemployeesassignedfromtimetotimetoaspecificjoborseriesofjobsandaunitwithpermanentstatusandfunction(29CFR541.103(b),(c)).CustomarilyandRegularlyThephrase“customarilyandregularly”meansgreaterthanoccasionalbutlessthanconstant;itincludesworknormallydoneeveryworkweek,butdoesnotincludeisolatedorone-timetasks(29CFR541.103(a)).EmployeesThephrase“twoormoreotheremployees”meanstwofull-timeemployeesortheirequivalent.For example, one full-time and two half-time employees are equivalent to two full-timeemployees.Thesupervisioncanbedistributedamongtwo,threeormoreemployees,buteachsuchemployeemustcustomarilyandregularlydirecttheworkoftwoormoreotherfull-timeemployees or the equivalent. For example, a department with five full-time nonexemptworkersmayhaveuptotwoexemptsupervisorsifeachsupervisordirectstheworkoftwoofthoseworkers(29CFR541.104).ParticularWeightFactorstobeconsideredindeterminingwhetheranemployee’srecommendationsastohiring,firing, advancement, promotion or any other change of status are given “particular weight”include,butarenot limited to,whether it ispartof theemployee’s jobduties tomakesuchrecommendations,andthefrequencywithwhichsuchrecommendationsaremade,requested,andreliedupon.Generally,anexecutive’srecommendationsmustpertaintoemployeeswhomtheexecutivecustomarilyandregularlydirects.Itdoesnotincludeoccasionalsuggestions.Anemployee’srecommendationsmaystillbedeemedtohave“particularweight”evenifahigherlevel manager’s recommendation hasmore importance and even if the employee does nothaveauthority tomake theultimatedecisionas to theemployee’s change in status (29CFR541.105).

11

2.AdministrativeEmployeesTo qualify for the administrative employee exemption, the employee must meet all thefollowingtests(29CFR541.200):


• Theemployee’sprimarydutymustbe theperformanceofofficeornon-manualworkdirectlyrelatedtothemanagementorgeneralbusinessoperationsoftheemployerortheemployer’scustomers;and

• The employee’s primary duty includes the exercise of discretion and independentjudgmentwithrespecttomattersofsignificance.

PrimaryDuty“Primaryduty”means theprincipal,main,major ormost important duty that the employeeperforms.Determination of an employee’s primary dutymust be based on all the facts in aparticularcase,with themajoremphasison thecharacterof theemployee’s jobasawhole.Timealone isnotthesoletest,andnothing intheregulationsrequiresexemptemployeestospendmorethan50percentoftheirtimeperformingexemptwork.Factorstoconsiderwhendeterminingprimarydutymayinclude,butnotlimitedto,relativeimportanceofexemptdutiesas compared with other types of duties, amount of time spent performing exempt work,employee’srelativefreedomfromdirectsupervision,andrelationshipbetweentheemployee’ssalaryandwagescomparedtootheremployeesforthekindofnonexemptworkperformedbytheemployee(29CFR541.700).DirectlyRelatedtoManagementorGeneralBusinessOperationsTomeetthe“directlyrelatedtomanagementorgeneralbusinessoperations”requirement,anemployeemustperformworkdirectlyrelatedtoassistingwiththerunningorservicingofthebusiness, as distinguished, for example fromworking on amanufacturing production line orsellingaproductinaretailorserviceestablishment.Work“directlyrelatedtomanagementorgeneralbusinessoperations” includes,but isnot limited to,work in functionalareas suchastax; finance; accounting; budgeting; auditing; insurance; quality control; purchasing;procurement; advertising; marketing; research; safety and health; personnel management;human resources; employeebenefits; labor relations; public relations; government relations;computernetwork,Internetanddatabaseadministration;legalandregulatorycompliance;andsimilaractivities(29CFR541.201(a)).Employer’sCustomersAnemployeemayqualify for theadministrativeexemption if theemployee’sprimaryduty istheperformanceofworkdirectlyrelatedtothemanagementorgeneralbusinessoperationsofthe employer’s customers. Thus, employees acting as advisors or consultants to theiremployer’sclientsorcustomers—astaxexpertsorfinancialconsultants,forexample—maybeexempt(29CFR541.201(c)).

12

DiscretionandIndependentJudgmentIngeneral,theexerciseofdiscretionandindependentjudgmentinvolvesthecomparisonandtheevaluationofpossiblecoursesofconductandactingormakingadecisionafterthevariouspossibilities have been considered. The term must be applied in the light of all the factsinvolvedintheemployee’sparticularemploymentsituation,andimpliesthattheemployeehasauthority to make an independent choice, free from immediate direction or supervision.Factors to consider include, but are not limited to: whether the employee has authority toformulate, affect, interpret, or implement management policies or operating practices;whether the employee carries out major assignments in conducting the operations of thebusiness; whether the employee performs work that affects business operations to asubstantial degree;whether theemployeehas authority to commit theemployer inmattersthathavesignificantfinancialimpact;whethertheemployeehasauthoritytowaiveordeviatefromestablishedpoliciesandprocedureswithoutpriorapproval,andotherfactorssetforthintheregulation.Thefactthatanemployee’sdecisionsarerevisedorreversedafterreviewdoesnot mean that the employee is not exercising discretion and independent judgment. Theexerciseofdiscretionandindependentjudgmentmustbemorethantheuseofskillinapplyingwell-established techniques, procedures or specific standards described inmanuals or othersources(29CFR541.202).MattersofSignificanceThe term “matters of significance” refers to the level of importance or consequence of thework performed.An employeedoes not exercise discretion and independent judgmentwithrespecttomattersofsignificancemerelybecausetheemployerwillexperiencefinanciallossesif theemployee fails toperform the jobproperly. Similarly, anemployeewhooperates veryexpensiveequipmentdoesnotexercisediscretionandindependentjudgmentwithrespecttomattersof significancemerelybecause improperperformanceof theemployee’sdutiesmaycauseseriousfinanciallosstotheemployer(29CFR541.202(d)).

13

3.ProfessionalEmployeesLearnedProfessionalExemptionToqualifyforthelearnedprofessionalemployeeexemption,allofthefollowingtestsmustbemet(29CFR541.301):


• The employee’s primary duty must be the performance of work requiring advancedknowledge,definedasworkwhichispredominantlyintellectualincharacterandwhichincludesworkrequiringtheconsistentexerciseofdiscretionandjudgment;

• Theadvancedknowledgemustbeinafieldofscienceorlearning;and• The advanced knowledge must be customarily acquired by a prolonged course of

specializedintellectualinstruction.PrimaryDuty“Primaryduty”means theprincipal,main,major ormost important duty that the employeeperforms.Determination of an employee’s primary dutymust be based on all the facts in aparticularcase,with themajoremphasison thecharacterof theemployee’s jobasawhole.Timealone isnotthesoletest,andnothing intheregulationsrequiresexemptemployeestospendmorethan50percentoftheirtimeperformingexemptwork.Factorstoconsiderwhendeterminingprimarydutymayinclude,butnotlimitedto,relativeimportanceofexemptdutiesas compared with other types of duties, amount of time spent performing exempt work,employee’srelativefreedomfromdirectsupervision,andrelationshipbetweentheemployee’ssalaryandwagescomparedtootheremployeesforthekindofnonexemptworkperformedbytheemployee(29CFR541.700).WorkRequiringAdvancedKnowledge“Work requiring advanced knowledge” means work which is predominantly intellectual incharacter, and which includes work requiring the consistent exercise of discretion andjudgment. Professional work is therefore distinguished from work involving routine mental,manual,mechanical or physical work. A professional employee generally uses the advancedknowledge to analyze, interpret or make deductions from varying facts or circumstances.Advancedknowledgecannotbeattainedatthehighschoollevel(29CFR541.301(b)).

14

FieldofScienceorLearningFields of science or learning include law, medicine, theology, accounting, actuarialcomputation, engineering, architecture, teaching, various types of physical, chemical andbiologicalsciences,pharmacyandotheroccupationsthathavearecognizedprofessionalstatusandaredistinguishablefromthemechanicalartsorskilledtradeswheretheknowledgecouldbeofafairlyadvancedtype,butisnotinafieldofscienceorlearning(29CFR541.301(c)).SpecializedIntellectualInstructionThe learned professional exemption is restricted to professions where specialized academictraining is a standard prerequisite for entrance into the profession. The best evidence ofmeeting this requirement is having the appropriate academic degree. However, the word“customarily”means theexemptionmaybeavailable toemployees in suchprofessionswhohavesubstantiallythesameknowledge levelandperformsubstantiallythesameworkasthedegreedemployees,butwhoattainedtheadvancedknowledgethroughacombinationofworkexperienceandintellectualinstruction.Thisexemptiondoesnotapplytooccupationsinwhichmost employees acquire their skill by experience rather than by advanced specializedintellectualinstruction(29CFR541.301(d)).CreativeProfessionalExemptionToqualifyforthecreativeprofessionalemployeeexemption,allofthefollowingtestsmustbemet(29CFR541.302):


• The employee’s primary dutymust be the performance of work requiring invention,imagination,originalityortalentinarecognizedfieldofartisticorcreativeendeavor.

Invention,Imagination,OriginalityorTalentThis requirementdistinguishes thecreativeprofessions fromwork thatprimarilydependsonintelligence, diligence and accuracy. Exemption as a creative professional depends on theextentoftheinvention,imagination,originalityortalentexercisedbytheemployee.Whetherthe exemption applies, therefore, must be determined on a case-by-case basis. Therequirements are generally met by actors, musicians, composers, soloists, certain painters,writers,cartoonists,essayists,novelists,andothersasset forth intheregulations. Journalistsmay satisfy the duties requirements for the creative professional exemption if their primaryduty isworkrequiring invention, imagination,originalityortalent. Journalistsarenotexemptcreativeprofessionals if theyonly collect, organize and record information that is routineoralready public, or if they do not contribute a unique interpretation or analysis to a newsproduct(29CFR541.302(c)).TeachersTeachersareexempt if theirprimaryduty is teaching, tutoring, instructingor lecturing intheactivity of imparting knowledge, and if they are employed and engaged in this activity as ateacher in an educational establishment. Exempt teachers include, but are not limited to,

15

regular academic teachers; kindergarten or nursery school teachers; teachers of gifted ordisabled children; teachers of skilled and semi-skilled trades and occupations; teachersengagedinautomobiledrivinginstruction;aircraftflightinstructors;homeeconomicsteachers;andvocalorinstrumentmusicteachers.Thesalaryandsalarybasisrequirementsdonotapplytobonafideteachers(29CFR541.303).PracticeofLaworMedicineAnemployeeholdingavalidlicenseorcertificatepermittingthepracticeoflawormedicineisexempt if the employee is actually engaged in such a practice. An employeewho holds therequisiteacademicdegree for thegeneralpracticeofmedicine isalsoexempt ifheor she isengaged in an internshipor residentprogram for theprofession. The salary and salarybasisrequirementsdonotapplytobonafidepractitionersoflawormedicine(29CFR541.304).

16

4.ComputerEmployeesTo qualify for the computer employee exemption, the following testsmust bemet (29 CFR541.400):

• Theemployeemustbecompensatedeitherona salaryor feebasisata ratenot lessthan $455 per week or, if compensated on an hourly basis, at a rate not less than$27.63anhour;

• The employee must be employed as a computer systems analyst, computerprogrammer,softwareengineerorothersimilarlyskilledworker inthecomputerfieldperformingthedutiesdescribedbelow;

• Theemployee’sprimarydutymustconsistof:1) Theapplicationofsystemsanalysistechniquesandprocedures,includingconsultingwithusers,todeterminehardware,softwareorsystemfunctionalspecifications;2)Thedesign,development,documentation,analysis,creation,testingormodificationofcomputersystemsorprograms, includingprototypes,basedonandrelatedtouserorsystemdesignspecifications;3)Thedesign,documentation,testing,creationormodificationofcomputerprogramsrelatedtomachineoperatingsystems;or4)Acombinationoftheaforementionedduties,theperformanceofwhichrequiresthesamelevelofskills.

PrimaryDuty“Primaryduty”means theprincipal,main,major ormost important duty that the employeeperforms.Determination of an employee’s primary dutymust be based on all the facts in aparticularcase,with themajoremphasison thecharacterof theemployee’s jobasawhole.Timealone isnotthesoletest,andnothing intheregulationsrequiresexemptemployeestospendmorethan50percentoftheirtimeperformingexemptwork.Factorstoconsiderwhendeterminingprimarydutymayinclude,butnotlimitedto,relativeimportanceofexemptdutiesas compared with other types of duties, amount of time spent performing exempt work,employee’srelativefreedomfromdirectsupervision,andrelationshipbetweentheemployee’ssalaryandwagescomparedtootheremployeesforthekindofnonexemptworkperformedbytheemployee(29CFR541.700).ComputerManufactureandRepairThecomputeremployeeexemptiondoesnot includeemployeesengagedinthemanufactureor repair of computer hardware and related equipment. Employees whose work is highlydependent upon, or facilitated by, the use of computers and computer software programs(e.g., engineers,draftersandothers skilled in computer-aideddesign software),butwhoarenotprimarilyengagedincomputersystemsanalysisandprogrammingorothersimilarlyskilledcomputer-relatedoccupations identified in theprimaryduties test describedabove, are alsonotexemptunderthecomputeremployeeexemption(29CFR541.401).

17

5.MiscellaneousHighlyCompensatedEmployeesHighly compensatedemployeesperformingofficeornon-manualworkandpaid totalannualcompensationof$100,000ormore(whichmustincludeatleast$455perweekpaidonasalaryorfeebasis)areexemptfromtheFLSAiftheycustomarilyandregularlyperformatleastoneofthedutiesofanexemptexecutive,administrative,orprofessionalemployee identified in thestandarddutytestsforexemption(29CFR541.601).TraineesThe professional exemption does not apply to employees training for employment in anexecutive,administrative,orprofessionalcapacitywhoarenotactuallyperformingthedutiesofaprofessionalemployee(29CFR541.705).

18

B.SalaryTest

1.SalaryBasisRequirementToqualifyforexemption,employeesgenerallymustbepaidatnotlessthan$455perweekona salarybasis. These salary requirementsdonot apply tooutside salesemployees, teachers,andemployeespracticinglawormedicine.Exemptcomputeremployeesmaybepaidatleast$455onasalarybasisoronanhourlybasisataratenotlessthan$27.63anhour.Beingpaidona“salarybasis”meansanemployeeregularlyreceivesapredeterminedamountof compensation each pay period on a weekly, or less frequent, basis.The predeterminedamountcannotbereducedbecauseofvariationsinthequalityorquantityoftheemployee’swork.Subjecttoexceptionslistedbelow,anexemptemployeemustreceivethefullsalaryforanyweekinwhichtheemployeeperformsanywork,regardlessofthenumberofdaysorhoursworked.Exemptemployeesdonotneedtobepaidforanyworkweekinwhichtheyperformnowork.If the employer makes deductions from an employee’s predetermined salary, i.e.,becauseoftheoperatingrequirementsofthebusiness,thatemployeeisnotpaidona“salarybasis.”Iftheemployeeisready,willingandabletowork,deductionsmaynotbemadefortimewhenworkisnotavailable(29CFR541.602(a)).

2.PermissibleEmployerDeductionsinSalaryDeductionsfrompayarepermissiblewhenanexemptemployee:isabsentfromworkforoneormorefulldaysforpersonalreasonsotherthansicknessordisability;forabsencesofoneormorefulldaysduetosicknessordisabilityifthedeductionismadeinaccordancewithabonafideplan,policyorpracticeofprovidingcompensation forsalary lostdueto illness; tooffsetamountsemployeesreceiveasjuryorwitnessfees,orformilitarypay;forpenaltiesimposedingood faith for infractions of safety rules of major significance; or for unpaid disciplinarysuspensions of one or more full days imposed in good faith for workplace conduct ruleinfractions. Also, an employer is not required to pay the full salary in the initial or terminalweekofemployment,orforweeksinwhichanexemptemployeetakesunpaidleaveundertheFamilyandMedicalLeaveAct(29CFR541.602(b)).

3.ExemptionforEmployeesofPublicAgenciesAnemployeeofapublicagencywhootherwisemeetstherequirementsofSec.541.602shallnotbedisqualifiedfromexemptionunderSections.541.100,541.200,541.300,or541.400onthe basis that such employee is paid according to a pay system established by statute,ordinance,orregulation,orbyapolicyorpracticeestablishedpursuanttoprinciplesofpublicaccountability, under which the employee accrues personal leave and sick leave and whichrequires thepublic agencyemployee'spay tobe reducedor suchemployee tobeplacedonleavewithoutpayforabsencesforpersonalreasonsorbecauseofillnessorinjuryoflessthanonework-daywhenaccruedleaveisnotusedbyanemployeebecause–(1)permissionforitsusehasnotbeensoughtorhasbeensoughtanddenied;(2)accruedleavehasbeenexhausted;or(3)theemployeechoosestouseleavewithoutpay.

19

Deductions from the pay of an employee of a public agency for absences due to a budget-requiredfurloughshallnotdisqualifytheemployeefrombeingpaid“onasalarybasis”exceptintheworkweekinwhichthefurloughoccursandforwhichtheemployee'spayisaccordinglyreduced(29CFR541.710).

4.EffectofImproperDeductionsfromSalaryThe employer will lose the exemption if it has an “actual practice” of making improperdeductions from salary. Factors to considerwhen determiningwhether an employer has anactualpracticeofmakingimproperdeductions include,butarenot limitedto:thenumberofimproper deductions, particularly as compared to the number of employee infractionswarrantingdeductions;thetimeperiodduringwhichtheemployermadeimproperdeductions;the number and geographic location of both the employees whose salary was improperlyreducedandthemanagersresponsible;andwhethertheemployerhasaclearlycommunicatedpolicy permitting or prohibiting improper deductions. If an “actual practice” is found, theexemption is lost during the time period of the deductions for employees in the same jobclassificationworkingforthesamemanagersresponsiblefortheimproperdeductions.Isolatedor inadvertent improper deductionswill not result in loss of the exemption if the employerreimbursestheemployeefortheimproperdeductions(29CFR541.603).SafeHarborIf an employer (1) has a clearly communicated policy prohibiting improper deductions andincludingacomplaintmechanism,(2)reimbursesemployeesforanyimproperdeductions,and(3)makes a good faith commitment to comply in the future, the employerwill not lose theexemptionforanyemployeesunlesstheemployerwillfullyviolatesthepolicybycontinuingtheimproperdeductionsafterreceivingemployeecomplaints(29CFR541.603(d)).

20

IV.RecordKeeping

A.TheRecordKeepingRequirementsAll employers subject to the Act are required by Section 11(c) to make and preserveemployment records in accordance with regulations issued by the Administrator. Theseregulations requirenoparticular formof records,but they specify, indetail, the informationthattherecordsmustcontainforvarioustypesofemployees.(29CFR516.2-.9).Ingeneral,thedatarequiredtobekeptforeachemployeearethese:(1)fullname,withanyidentifyingnumber; (2)homeaddress, (3)birthdate, ifunder19; (4)occupation; (5)dayandhourwhenemployee'sworkweekbegins;(6)regularhourlyrateofpay,basisonwhichwagesarepaid,andnatureandamountofeachpaymentexcluded fromregular rateunderSection7(d);(7)hoursworkedeachworkdayandeachworkweek;(8)totaldailyorweeklystraight-timeearnings;(9)totalweeklypremiumpayforovertime;(10)totaladditionstoordeductionsfromwagespaideachpayperiod;(11)totalwagespaideachpayperiod;and(12)dateofpaymentandpayperiodcovered(29CFR516.2).Productionofsuchrecordsmayberequiredonmotioninthefederalcourts,aswellasbyexerciseoftheadministrativesubpoenapowers.The regulations require that the employer preserve and keep available for inspection andtranscription by theWage-Hour Division (a) for a period of three years, all payroll or otherrecords containing the required data, plus union contracts and other basic employmentrecords;and(b)foraperiodoftwoyears,varioussupplementaryrecords—suchascustomerorders and bills of lading—employee time cards, production tables, and rate schedules. Inaddition, the employer is required to keep posted in conspicuous places, notices that havebeenprescribedbytheAdministratorasbeingapplicableundertheAct.(29CFR516.4-6).

B.TimeKeepingThe work for which non-exempt employees must be paid at least the minimum wage andwhichmustbecountedincomputingliabilityforweeklyovertimepayincludesallthetimeanemployeeisactuallyatworkorisrequiredtobeondutyandcannotusethetimeforhis/herownpurposes.Notalltimeneedstobecountedasworkingtime.Activitiessuchasbonafidemealperiods,forexample,arenotregardedasworkingtime.Thereisnotalimitationonthenumberofhoursthatmaybeworkedsolongasemployeesarepaidattimeandone-halftheirregularrateforallhoursworkedabove40inanyworkweek.

1.MealsAbona fidemeal period is a spanof at least 30 consecutiveminutes (never less) duringwhichanemployeeiscompletelyrelievedofdutyandfreetousethetimeforhis/herown

21

purposes. It isnotcountedashoursworkedorpaid time.Anyso-called"mealperiod"oflessthan30consecutiveminutesmustbepaidashoursworked.Itisnotnecessarythatanemployeebepermittedto leavethepremisesduringthemealperiod.However,thetimewillhavetobecountedastimeworkediftheemployeeisrequiredorpermittedtoperformanydutieswhileeating(29CFR785.19).

2.RestorBreakPeriodsTherearenorequirementsforbreaksorrestperiodsintheFLSA.However,restperiodsofshortduration,runningfrom5minutestoabout20minutes,arecommoninindustry.Theypromotetheefficiencyoftheemployeeandarecustomarilypaidforasworkingtime.Theymust be counted as hoursworked. Compensable time of rest periodsmay not be offsetagainst other working time such as compensable waiting time or on-call time (29 CFR785.18).

3.TrainingTimespentbynon-exemptemployeesattendinglectures,meetings,andtrainingprogramssponsoredbytheemployerisgenerallyconsideredtimeworked.However,itdoesnothavetobecountedashoursworkedprovidedallfourconditionsaremet(29CFR785.27-.31):

a.Themeetingsareheldoutsideworkinghours.b.Attendancebyemployeesistrulyvoluntary.c.Thecourse,lecture,ormeetingisnotdirectlyrelatedtotheemployee'sjob,andd.Theemployeedoesn'tperformanyotherworkduringtrainingattendance.

4.TravelWhethertraveltimeisconsideredashoursworkeddependsonthecircumstances:

a.HometoWorkinOrdinarySituations

Anemployeewhotravelsfromhomebeforetheregularworkdayandreturnshomeatthe end of theworkday is engaged in ordinary home towork travelwhich is a non-manualincidentofemployment.Thisistruewhetherhe/sheworksatafixedlocationorat different job sites. Normal travel from home to work is not work time (29 CFR785.35).

b.HometoWorkinEmergencySituations

Theremaybeinstanceswhentravelfromhometoworkisovertime.Forexample,ifanemployeewhohas gonehomeafter completinghis day'swork is subsequently calledoutatnighttotravelasubstantialdistancetoperformanemergencyjobforoneofhisemployer's customers all time spenton such travel isworking time. TheDivisionsaretakingnopositiononwhether travel to the job andbackhomeby anemployeewho

22

receives an emergency call outside of his regular hours to report back to his regularplaceofbusinesstodoajobisworkingtime(29CFR785.36).

c.HometoWorkonSpecialOne-DayAssignmentinanotherCity Whenanemployeewhoregularlyworksatafixedlocationinonecityisgivenaspecial

one-dayassignment inanothercity, such travel cannotbe regardedashome toworktravel. For example, an employeewhoworks in Oklahoma City with regular workinghoursfrom8:00a.m.to5:00p.m.,maybegivenaspecialassignment inanothercity,withinstructionstoleaveOklahomaCityat7:00a.m.he/shearrivesat12noon,readyforwork.Thespecialassignment iscompletedat3:00p.m.,andtheemployeearrivesback in Oklahoma City at 8:00 p.m. Such travel cannot be regarded as ordinaryhome-to-worktraveloccasionedmerelyby the factofemployment. Itwasperformedfor the state's benefit and at the state's request tomeet the needs of the particularassignment. It would, therefore, qualify as an integral part of the "principal" activitywhich the employee was hired to perform on that particular workday. All the timeinvolved, however, need not be counted as work time. Since, except for the specialassignment, theemployeewouldhavehad to report tohis/her regularwork site, thetravelbetweenhomeandtheairport,ortheusualtimerequiredtotravelfromhometowork may be deducted, such time being in the "home-to-work" category. The usualmealtimewouldalsobedeductible(29CFR785.37).

d.TravelAllintheDay’sWork

Timespentbyanemployeeintravelaspartofhis/herprincipalactivity,suchastravelfromjobsitetojobsiteduringtheworkday,mustbecountedashoursworked.Whenanemployeeisrequiredtoreportattheemployer'spremises,oratameetingplace,toreceive instructions or to perform other work there, the travel time from thisdesignatedplacetoworkplaceispartoftheday'sworkandmustbecountedashoursworked.Ifanemployeenormallyfinishedworkataparticularjobsiteat5:00p.m.,andisrequiredtogotoanotherjobwhichisfinishedat8:00p.m.,andisrequiredtoreturnto the employer's premises arriving at 9:00 p.m., all of the time is working time.However,iftheemployeegoeshomeinsteadofreturningtotheemployer’spremises,the travelafter8:00p.m. ishome-to-work traveland isnotcountedashoursworked(29CFR785.38).

e.TravelAwayfromHomeCommunity

Travel thatkeepsanemployeeaway fromhomeovernight is travelaway fromhome.Travel time away from home community is work time when it cuts across theemployee’sregularscheduledworkdays.Thetimeisnotonlyhoursworkedonregularworkingdays,duringnormalworkinghours,butalsoduringthecorrespondinghoursonnon-working days. Therefore, if an employee regularly works from 8:00 a.m. to 5:00p.m.,fromMondaythroughFriday,thetraveltimeduringthesehoursisworktimeonSaturday and Sunday, as well as on the other days. Regularmeal period time is not

23

counted.Thattimespentintravel,awayfromhome,outsideofregularworkinghours(8:00-5:00)asapassengeronanairplane,train,busorautomobileisnotconsideredasworktime(29CFR785.39).Theexamplebelowwillhelpexplaintheaccountabilityfortraveltimeawayfromhomecommunity.

Example: An employee who has headquarters in Oklahoma City leaves for Amarillo on

Sundayafternoonat2:00p.m.,andarrivesinAmarilloat7:00p.m.:(1)The3hours traveledbetween2:00p.m.and5:00p.m.,arehoursworkedand

must be included in the total hoursworkedwithin theworkweek. If the totalhours worked exceeds 40 per week, the employee is to be compensated inaccordancewiththestate'sovertimepaymentpolicy.

(2) The 2 hours traveled between 5:00 p.m. and 7:00 p.m. are not considered as

timeworkedforthepurposeofdeterminingtotalhoursworked.

Time spent by an employee who is engaged in driving a vehicle, either a vehicleprovidedbytheemployerorownedbytheemployee,toandfromanothercityforthebenefit of the employer, is considered timeworked. In the example above, all of thetimefrom2:00p.m.to7:00p.m.spentdrivingwouldbeconsideredcompensable.

f.MultipleWorkLocations

All non-exempt employees who are required to travel from one work location toanother work location to perform services for the agency, including trainingassignments and attendance at meetings, will be paid in accordance with the legalregulations.

All time spent in such travel is considered time worked under the following

circumstances:

(1) Whentheemployee isrequiredtotraveltoandfromanothercity inthesameworkday;

(2) When theemployee is required to travel fromonework site toanother,afterreportingfortheday'swork;

(3) When the employee is required to travel to and from a work location whichkeeps the employee away from home overnight, if work is performed whiletraveling;or

(4) Whentraveliswithinnormalworkinghoursinanydayoftheweek.

24

Normalmealperiodsandthetimethat itwouldnormallytaketheemployeetotravelfromhometotheregularworksiteandhomeagainwillbeexcluded,however,whendeterminingworkingtimeduringsuchtravel.

g.TravelinaPrivateVehicle

Ifanemployeeisofferedpublictransportation,butrequeststodrivehisorherowncarinstead, the employer is required to count only those hours worked during workinghoursthatwouldhaveoccurredhadtheemployeeusedthepublicconveyance(29CFR785.40).

h.WorkPerformedWhileTraveling

Anyworkwhichanemployeeisrequiredtoperformwhiletravelingmust,ofcourse,becountedashoursworked.Anemployeewhodrivesa truck,bus, automobile,boatorairplane, or an employeewho is required to ride therein as an assistant or helper, isworkingwhileriding,exceptduringbonafidemealperiodsorwhenheispermittedtosleepinadequatefacilitiesfurnishedbytheemployer(29CFR78541).

5. SleepTimea.DutyofLessThan24Hours:

Undercertainconditionsanemployeeisconsideredtobeworkingeventhoughsomeofhis/hertimeisspentinsleepingorincertainotheractivities.Thus,anemployeewhoisrequiredtobeondutyfor lessthan24hours isworkingeventhoughtheemployeeispermitted to sleeporengage inotherpersonal activitieswhennotbusy. Itmakesnodifference if the employee is furnished facilities for sleeping. The employee’s time isgiven to theemployer. Theemployee is required tobeondutyand the time isworktime(29CFR785.21).

b.Dutyof24HoursorMore:Whereanemployeeisrequiredtobeondutyfor24hoursormore,theemployerandtheemployeemayagreetoexcludebona fidemealperiodsandabona fide regularlyscheduled sleeping period of not more than 8 hours from hours worked, providedadequate sleeping facilities are furnished by the employer and the employee canusuallyenjoyanuninterruptednight'ssleep.Ifthesleepingperiodisofmorethaneighthours,onlyeighthourswillbecredited.Wherenoexpressedorimpliedagreementtothe contrary is present, the eight hours sleeping time and lunch periods constitutehoursworked. If the sleepingperiod is interruptedby a call toduty, the interruptionmustbecountedashoursworked.Iftheperiodisinterruptedtosuchanextentthattheemployeecannotgetareasonablenight'ssleep,theentireperiodmustbecounted.Forenforcementpurposes, theDivisionhasadoptedtherulethat if theemployeecannotgetatleastfivehourssleepduringthescheduledperiodtheentiretimeisworkingtime(29CFR785.22).

25

c.EmployeesResidingonEmployer’sPremisesorWorkingatHome:An employee who resides on the employer's premises on a permanent basis or forextendedperiodsoftimeisnotconsideredasworkingallthetimetheemployeeisonthepremises.Ordinarily,theemployeemayengageinnormalprivatepursuitsandthushave enough time for eating, sleeping, entertaining, and other periods of completefreedomfromalldutieswhenhe/shemayleavethepremisesforpurposesoftheirown.It is, of course, difficult to determine the exact hours worked under thesecircumstances, and any reasonable agreement of the parties that takes intoconsiderationallthepertinentfactswillbeaccepted(29CFR~785.23).

6.WaitingTimeWhetheranywaitingtimeiscompensableundertheFLSArequiresclosescrutinyofallthe facts. The question to be answered in all cases is whether the employee wasengaged towait, orwaiting tobe engaged. If the employee is engaged towait, thenthatwaitingtimeiscompensable.Thequestionmustbeansweredwithcommonsenseandthegeneralconceptoftheworldoremployment(29CFR785.14-.15).Theemployeesintheexamplesbelowareengagedtowait:a.Astenographerreadsabookwhilewaitingfordictation.b.Amessengerworksacrosswordpuzzlewhileawaitinganassignment.c.Afiremanplayscheckerswhileawaitingalarms.

7.Vacation,SickLeaveandHolidaysIndeterminingthenumberofhoursworkedbyanemployeewithinagivenweek,timespenton vacation, sick leave, andholidayswill notbe countedas timeworked. Suchtimeoffmust be included in straight-timepay for non-exempt employees, but is notincludedincomputinghoursofworkforovertimepay(29CFR778.102).

26

V.EstablishmentoftheWorkweek

A.RegularWorkweekAworkweekisaregularlyrecurringperiodof168consecutivehours.Theworkweekneednotcoincidewiththecalendarweek.Itmaybeginanydayoftheweekandanyhouroftheday,butitmustineachcasebeestablishedinadvance.Theworkweekmaybechanged,butonlyifthechangeisintendedtobepermanentandisnotmadetoevadethepolicy.Overtime, under the Wage-Hour Law, must be paid for all hours over 40 worked by anemployee in a workweek, except as provided in the sections below. If the workweek ofdifferentemployeesbeginsondifferentdays,thepayrollrecordofeachemployeeshouldshowtheday andhouronwhich theirworkweekbegins.Averagingof hoursover a twoor three-week period is not permitted. An exception can be made where two workweeks overlapbecause of a change in the designated workweek. A workweek cannot be changed tocircumventtheintentoftheFLSA(29CFR778.105).

B.HospitalsHospitals and other institutions primarily engaged in the care of the sick, the aged, or thementallyillmayuseaworkperiodof14consecutivedays,incomputingovertimepay,providedthere is agreement in advancewith the employees concerned. If a 14 consecutivedayworkperiodiselected,overtimepayofatleastoneandone-halftimestheemployee’sregularrateof pay is due after 8 hours in a workday or after 80 hours in a work period. The extracompensation provided by the premium rate paid after 8 hours in a day may be creditedtowardanyovertimecompensationpayableforhoursworkedinexcessof80hoursinthe14-dayworkperiod(29CFR778.601).

C.LawEnforcementActivities29CFR553.211outlinesspecialprovisionspertainingtoLawEnforcementovertime.Thetermlaw enforcement activities refers to any employee (1) who is a uniformed or plainclothesmember of a body of officers and subordinates who are empowered by statute or localordinancetoenforcelawsdesignedtomaintainpublicpeaceandorderandtoprotectbothlifeandpropertyfromaccidentalorwillful injury,andtopreventanddetectcrimes; (2)whohasthe power of arrest; and (3)who is presently undergoing or has undergone orwill undergoon-the job trainingand/oracourseof instructionandstudywhich typically includesphysicaltraining, self-defense, firearm proficiency, criminal and civil law principles, investigative andlawenforcementtechniques,communityrelations,medicalaidandethics.Employeeswhomeetthesetestsareconsideredtobeengaged in lawenforcementactivitiesregardless of their rank or of their status as "trainee," "probationary" or "permanentemployee,"andregardlessoftheirassignmenttodutiesincidentaltotheperformanceoftheirlawenforcementactivities.

27

The term "employees in law enforcement activities" also includes "security personnel incorrectional institutions. This includes any government facilitymaintained as part of a penalsystem for the incarceration or detention of persons suspected or convicted of havingbreachedthepeaceorcommittedsomeothercrime.Employees of correctional institutions who qualify are those who have responsibility forcontrollingandmaintainingcustodyofinmatesandofsafeguardingthemfromotherinmatesor forsupervisingsuch functionsregardlessofwhether theirdutiesareperformed insidethecorrectional institution or outside the institution (as in the case of work details). Theseemployeesareconsideredtobeengagedinlawenforcementactivitiesregardlessoftheirrank.Becauseofthevariednatureoflawenforcementactivitiesthroughoutthestateitmaynotbepossible for all law enforcement classifications to be considered under the same plans forovertime.UndertheWageandHourLawtwooptionsarepermissible(29CFR553.211).

1. For schedules requiring a 40-hour workweek, the policies on hours of work andovertimepayfora40-hourworkweekwillapply.

2.Forschedulesrequiringmorethan40hoursinaworkweekthefollowingispermissible.

The "work period"will consist of 28 consecutive days. In theworkweek period of 28consecutivedaystheemployeeshallreceive,fortoursofdutywhichintheaggregate,exceed171hours,compensationatarateofoneandone-halftimestheregularhourlyrateatwhichemployed.

Theexemptornon-exemptstatusoflawenforcementpersonnelwillbedeterminedundertheterms of exemption for executive, administrative, and professional employees as outlinedabove.These limits are subject to change by the Wage and Hour Division. Those employeesdeterminedtobenon-exemptmustbecompensatedforalladditionalhoursatoneandone-halftimestheemployee’sregularrateofpay.

D.FireProtectionEmployeesTobecoveredbythesection207(k)exemptionforfireprotection,anemployeemustmeetallofthefollowingtests(29CFR553.210):

1.Beemployedbyanorganizedstateorlocalfiredepartment.2.Betrainedinhisorherduties.3.Have the legalauthorityand responsibility toengage in theprevention, control,or

extinguishmentsoffire.4. Perform activities during 80 percent or more of his or her working time that are

requiredforanddirectlyconcernedwiththeprevention,control,orextinguishmentsoffire,including:

-firespottingorlookoutactivities,

28

-workinvolvedinclearingfirebreaks,-administrativework,-equipmentmaintenance,-lecturingonfireprevention,-attendingcommunityfiredrills,-inspectingschoolsforfirehazards,and-workasatraineeandprobationaryfirefightingemployee.

Firefighters employed by fire departments and those who work for forest conservationagencies or other public agencies, are covered. Not qualifying for the section 207(k)exemptionsarecivilianemployeesoffiredepartmentsorforestservices,suchasdispatchers,alarmoperators,clerks,mechanics,campcooks,orstenographers.UndertheWageandHourlawtwooptionsarepermissibleincalculationofovertimeforfireprotectionemployees:

For schedules requiring a 40-hour workweek, the policies on hours of work andovertimepayfora40-hourworkweekwillapply.Forschedulesrequiringmorethan40hoursinaworkweekthefollowingispermissible.The "work period"will consist of 28 consecutive days. In theworkweek period of 28consecutivedays,theemployeeshallreceive,fortoursofdutywhichintheaggregateexceed212hours,compensationatarateofoneandone-halftimestheregularhourlyrateatwhichemployed.

29

VI.OvertimePaymentCalculation

A.HoursWorkedGenerally,alltimeduringwhichanemployeeisrequired,orpermittedtobeontheemployer'spremisesondutyorataprescribedworkplace,exceptformealsorotherperiodswhenhe/sheisfreefromduty, isconsideredashoursworked.This isevenso ifthedutiesarepleasurableratherthanburdensome,andevenifnoproductiveworkisactuallyperformed.Asageneralrule,hoursworkedwillinclude:

1.Alltimeduringwhichanemployeeisrequiredtobeondutyontheemployer'spremisesorataprescribedworkplace.

2.All time duringwhich an employee is required or permitted towork, whether or not

required to do so. In the largemajority of cases, the determination of an employee'sworking hours will be easily calculable under this formula and will include, in theordinary case, all hours from the beginning of the work day to the end with theexception of periods when the employee is relieved of all duties for the purpose ofeatingmeals.

B.UnauthorizedworkHoursworkedbyanemployeewithout theemployer'spermissionorcontrary to instructionswillbeconsideredashoursworked.Theburdenisontheemployertoexercisecontroloftheworktime.

C.Requirements-RegularRateEmployees who come within the general coverage of theWage-Hour Act and who are notspecifically exempted from theovertime requirementsmust bepaid time andone-half theirregularrateforallhoursworkedinexcessoftheweeklymaximum.Theregularrateincludesallremuneration for employment paid to, or on behalf of the employee except for certainpayments excluded by law. Included in the regular rate are shift differential, on-call, andlongevity pay. Excluded are payments for rest periods or breaks, unworked holidays, annualleave, and sick leave. The regular rate is a rate per hour although it is not required thatemployeesbecompensatedonanhourlyrate.Overtime foranemployeeworking in twopositionswithdifferent ratesofpay ispaidat therateforthepositioninwhichtheovertimeoccurs.

D.On-CallTimespentbyanemployeewhoisrequiredtoremainon-callontheemployer'spremisesorsoclose,thereto,thattheemployeecannotusethetimeforhis/herownpurposes,isconsidered

30

working time. Employees who aremerely required to leaveword as to where theymay bereachedorrequiredtocarryandrespondtoapagerarenoton-callinthissense.Thefactthatanemployeelivesontheemployer’spremisesandison-callfor24hoursadaydoesnotmeanthat he/she is entitled to pay for all those hours. Such an employee has regular duties toperformbutisnotsubjecttoworkatanytimeexceptintheeventofanemergency.Ordinarily,he/shehasanormalnight’s sleep, ampleeating timeandmay,during certainperiods, comeandgoashe/shepleases.Anagreementshouldbereachedwithanemployeeinthiscategoryastotheextentofdutywhichwillmakeclearthetimethatshouldbeconsideredashoursnotworked. As a rule, allowance for 8 hours sleep and 3 hours for meal periods might bereasonable,plusanyotherhoursthattheemployeemaybefreeofunnecessaryrestrictionsofuseofhis/hertime.On-callpay isnormallypaidonlywhenanemployee isrequiredtoreturntodutytoperformworkoutsidetheemployee'snormaltourofduty.Thistypeofon-callpayisnotfiguredaspartoftheregularrate.If,however,on-callpayisincludedaspartoftheemployeespayregardlessof number of hours worked, "sometimes considered inconvenience pay," then it must beconsideredaspartoftheregularrate.

E.Call-backPayTitle 74 Section 840-2.29 of the Oklahoma State statute requires that agencies compensateclassifiedemployeesforaminimumoftwo(2)hoursworkiftheemployeeisrequiredtoreporttoworkwhileoncall.Employeesareguaranteedcompensation foreachoccasion inwhichacallback ismadeafterhaving left theregularworkstation.Thecompensationmaybe intheformofcompensatorytimeinlieuofcashpayment.Unlesscompensationunderthisprovisionisforhoursactuallyworkedinexcessof40hoursinaworkweek,theentitlementistostraight-timecompensationonly.

F.SpecialPayProvisionsIn calculating the rate of overtime payment, it is necessary to include longevity pay, shiftdifferential,andon-callpay.Longevitypayisconvertedtoanhourlyfigurebydividingthenextanniversarypaymentby2080hours.Foragenciespayingamonthlyon-callorshiftdifferential,itisnecessarytoconverttoanhourlyfigurebymultiplyingby12(thenumberofmonths)anddividingby2080(hours).Thehourlyrateforlongevitypayandthespecialpayisdividedby2andadded to thehalfportionof the11/2 timeshourly rate.This figure ismultipliedby thenumber of overtime hours worked. (see Appendix B. page 77 for longevity overtime paycomputation.)

G.TimeofPaymentThereisnorequirementthatovertimecompensationbepaidweekly.Thegeneralruleisthatovertime pay earned in a particularworkweekmust be paid on the regular pay day for theperiod in which the workweek ends. If the correct amount of overtime pay cannot bedetermineduntilsometimeaftertheregularpayperiod,theemployermustpaytheovertimecompensationassoonaftertheregularpayperiodaspracticable.Paymentmaynotbedelayed

31

foraperiodlongerthanisreasonablynecessaryfortheemployertocomputeandarrangeforpayment and in no event may payment be delayed beyond the next pay day after suchcomputationcanbemade.

H.CompensatoryTimeCompensatory time, in lieu of overtime payment, may be given to non-exempt employeesundercertainconditions.Compensatorytimeattherateoftimeandone-halfmaybegiventoanon-exemptemployeeforovertimehoursworkedinlieuofovertimepaymentsubjecttothefollowingconditions:

1. Anemployeehas180daystouseaccruedcompensatorytimefollowingthepayperiodinwhich itwasaccrued.Thebalanceofanon-exemptemployee’scompensatorytimeearnedbutnottakenshallbepaidtotheemployee.

2. Themaximumcompensatory timewhichmaybeaccruedbyanon-exemptemployee

shallbe480hours(320hoursactualovertimeworked)forthoseemployeesengagedinapublicsafetyorfirefightingactivityand240hours(180hoursactualovertimeworked)forallothernon-exemptemployees.

3. Anemployeewhohasaccruedthemaximumnumberofcompensatoryhoursshallbe

paidovertime compensation for anyadditional overtimehoursworkedat the rateofoneandone-halftimestheirregularrateofpayforeachovertimehourworked.

4. Payment for accrued compensatory time upon termination of employment with the

agency shall be calculated at the average regular rate of pay for the final 3 years ofemployment,orthefinalregularratereceivedbytheemployee,whicheverishigher.

5. Overtimeandcompensatorytimeareaccruedbyworkperiod,asdefinedbytheFLSA.6. Compensatorytimemaynotbetransferredfromoneagencytoanotheragency.7. An employee’s request to take compensatory time off shall be approved, unless the

employee’sabsenceonthatdayundulydisruptsagencyoperationsorendangerspublichealth,safety,orproperty.

8. Accrued compensatory time must be exhausted before approving a non-exempt

employee’srequestforannualleave,exceptwhentheemployeeissubjecttolosesaidleaveduetotheaccrualcap(MeritRule530:10-7-12(c)(9)).

9. Adjustmentsinscheduledworktimemaybemadeonanhour-for-hourbasiswithinthe

definedworkperiod.

32

I.WorkWeekAdjustment Compensatorytimeattherateofhour-for-hourmaybegivenwithintheworkweekitwas

accrued.e.g.,ifanemployeenormallyworks8to5MondaythroughFridayandhasworked40hoursby1:00p.m.Friday,he/shemaybegiventimeofffrom1:00p.m.to5:00p.m.ontheFridayofthatworkweek.Thisisreferredtoasaworkweekadjustment.

33

VII.OvertimeCompensationofExemptEmployeesAny overtime work necessary to the continued effective operations of the state should bemanaged in the most efficient and economical manner possible. Agencies may providecompensatorytimeofftoexemptemployeeswiththefollowingstipulations:

1.Thecompensatorytimeoffmustbetakenwithin180daysfollowingthepayperiodinwhichitwasaccrued.

2.Compensatory time can only be given on an hour-for-hour basis, one hour off for

eachhourworkedovertime.3.Paymentsshallnotbemadeforcompensatorytimeaccruedbyanexemptemployee

foranyreason,exceptunderthecircumstancesdescribedintheparagraphbelow.Agencies may also provide overtime payments for normally exempt classes based on aprevailing market condition (Merit Rule 530:10-7-3(b)). Agencies are required to makenotificationofsuchmarketexceptionstotheHumanCapitalManagement.Marketexceptionsmaybebasedon thepaymentofovertime in similar typesofexemptwork in theprevailingmarket.Anexampleofthisisthepaymentofovertimetonursesinlocalhospitals.

34

VIII.Miscellaneous

A.BonaFideVolunteersIndividualswhovolunteertheirservicestostategovernmentandreceivenocompensationareexcludedfromthedefinitionofemployeeandarethusexcludedfromcoverage.Theymaybepaid expenses, reasonable benefits, nominal fees, or a combination of these. However, anindividualshallnotbeconsideredavolunteeriftheindividualisotherwiseemployedbystategovernmenttoperformsimilaroridenticalservicesasthoseforwhichtheindividualproposestovolunteer(29CFR553.101).

B.MultipleJobSituationsEmployees of the State who are employed in fire protection, law enforcement, or relatedactivities may at their own option agree to a special detail to work for a separate orindependentemployerinsuchactivities.Thehoursworkedfortheseparateandindependentemployer(publicorprivate)shallbeexcludedfromhoursworkedforovertimepaypurposesbytheoriginalemployingagency.Thisprovisionshallapplyeveniftheprincipalemployerrequiresthatonlycertainindividualsmayengageintheemploymentbytheseparateandindependentemployerandfacilitiesoraffectstheconditionsofemployment.

C.SubstitutionEmployees of the State, at their own option but with the approval of their employer, maysubstituteduringscheduledhoursforotheremployeesemployedinthesamecapacity.Inthecaseofsuchsubstitution,thehoursinvolvedarecreditedtothescheduledemployeeandnottothesubstituteemployee.Theemployerneednotmaintainarecordthatthesubstitutionhastakenplace(29CFR553.31).

D.LegislativeEmployeeExclusionTheAmendmentsexcludefromthedefinitionof"employee"andthusfromcoverageofFLSA,employeeswhoarenotsubjecttothecivilservicelawsoftheStateandareemployedbythelegislativebodyofastate,politicalsubdivisionoftheState,exceptthatemployeesoflegislativelibrarieswouldcontinuetobecovered(29CFR553.12)

E.ElectedOfficialExclusionThe Fair Labor Standards Act (FLSA) excludes personal staff members who are selected orappointedbyelectedpublicofficials.Generally,membersofpersonalstaffincludeonlypersonswhoareunderthedirectsupervisionoftheselectingelectedofficialandhaveregularcontactwithsuchofficial.Personalstaffmembers inquestionmustnotbesubjecttothecivilservicelawsofthestate(29CFR553.11)

35

F.InclusionofNondiscretionaryBonusesandIncentivePaymentsInclusionofnondiscretionarybonusesandincentivepayments,includingcommissions,wasaddedaspartoftheordertomodernizetheovertimeregulations.Thesecanbeusedtosatisfyupto10percentofthestandardsalaryleveltest.Tomeetthestandardsalarylevel,acatchuppaymentcanbemadewithinonepayperiodoftheendofthequarter.

IX.FrequentlyAskedQuestionsandAnswersabouttheRevisions Q. WherecanIfindmoreinformationaboutFLSAandrecentchanges?

A. TheUnitedStatesDepartmentofLaborhasdevelopedahelpfulareaontheirweb-siteathttps://www.dol.gov/whd/overtime/final2016/withtrainingseminarsandfactsheets.

36

IndexofFLSAStatusbyJobFamilyLevel

JFDCODE JFDTITLE LEVELPAY

BANDEXEMPTSTATUS

A10A InsuranceUnderwriter I H NA10B InsuranceUnderwriter II J NA10C InsuranceUnderwriter III K EA11A InsuranceClaimsAdjuster I H NA11B InsuranceClaimsAdjuster II J NA11C InsuranceClaimsAdjuster III K EA11D InsuranceClaimsAdjuster IV L EA20A InsuranceSubrogation/ReimbursementSpecialist I H NA20B InsuranceSubrogation/ReimbursementSpecialist II J NA20C InsuranceSubrogation/ReimbursementSpecialist III K EA30A MemberServicesRepresentative I H NA30B MemberServicesRepresentative II J NA30C MemberServicesRepresentative III K EA31A FlexibleBenefitsRepresentative I J NA31B FlexibleBenefitsRepresentative II K NA31C FlexibleBenefitsRepresentative III L EA32A InsuranceBenefitsSpecialist I G NA32B InsuranceBenefitsSpecialist II H NA32C InsuranceBenefitsSpecialist III I NA32D InsuranceBenefitsSpecialist IV J EA33A ProviderContractingSpecialist I I NA33B ProviderContractingSpecialist II J NA33C ProviderContractingSpecialist III L EA40A InsuranceProgramAdministrator I M EA40B InsuranceProgramAdministrator II N EA40C InsuranceProgramAdministrator III O EA40D InsuranceProgramAdministrator IV P EA50A RetirementBenefitAnalyst I G NA50B RetirementBenefitAnalyst II H NA50C RetirementBenefitAnalyst III I NA50D RetirementBenefitAnalyst IV J EA51A RetirementBenefitAdministrator I L EA51B RetirementBenefitAdministrator II N EB10A InformationSystemsNetworkManagementSpecialist I E NB10B InformationSystemsNetworkManagementSpecialist II F NB10C InformationSystemsNetworkManagementSpecialist III G EB10D InformationSystemsNetworkManagementSpecialist IV H EB20A InformationSystemsTelecommunicationsTechnician I G NB20B InformationSystemsTelecommunicationsTechnician II H NB20C InformationSystemsTelecommunicationsTechnician III I EB21A InformationSystemsNetworkManagementSpecialist I I NB21B InformationSystemsNetworkManagementSpecialist II J E

37


BANDEXEMPTSTATUS

B21C InformationSystemsNetworkManagementSpecialist III K EB21D InformationSystemsNetworkManagementSpecialist IV L EB22A InformationSystemsNetworkAdministrator I L EB22B InformationSystemsNetworkAdministrator II L EB22C InformationSystemsNetworkAdministrator III M EB22D InformationSystemsNetworkAdministrator IV O EB23A InformationSystemsNetworkTechnician I H NB24A GISTechnician I F NB24B GIS Technician II G NB24C GIS Technician III H NB25A Geographic Info Sys Spec I I NB25B Geographic Info Sys Spec II J NB25C Geographic Info Sys Spec III K NB26A Geographic Info Sys Manager I M EB26B Geographic Info Sys Manager II N EB30A InformationSystemsOperatingSystemSpecialist I K NB30B InformationSystemsOperatingSystemSpecialist II L NB30C InformationSystemsOperatingSystemSpecialist III M EB30D InformationSystemsOperatingSystemSpecialist IV N EB31A InformationSystemsManager I M EB31B InformationSystemsManager II N EB31C InformationSystemsManager III O EB32A InformationSystemsAdministrator I O EB32B InformationSystemsAdministrator II P EB32C InformationSystemsAdministrator III Q EB40A InformationSystemsPlanningSpecialist I L EB40B InformationSystemsPlanningSpecialist II M EB40C InformationSystemsPlanningSpecialist III N EB40D InformationSystemsPlanningSpecialist IV O EB51A InformationSystemsApplicationsSpecialist I J NB51B InformationSystemsApplicationsSpecialist II K EB51C InformationSystemsApplicationsSpecialist III L EB51D InformationSystemsApplicationsSpecialist IV M EB52A InformationSystemsDataManagementAnalyst I K NB52B InformationSystemsDataManagementAnalyst II L EB52C InformationSystemsDataManagementAnalyst III M EB52D InformationSystemsDataManagementAnalyst IV N EB52E InformationSystemsDataManagementAnalyst V O EB55A InformationSystemsServicesCoordinator I J NB55B InformationSystemsServicesCoordinator II K NB55C InformationSystemsServicesCoordinator III L NB55D InformationSystemsServicesCoordinator IV M EC10A CivilRightsAdministrator I L EC10B CivilRightsAdministrator II N EC10C CivilRightsAdministrator III O E

38


BANDEXEMPTSTATUS

C12A EmployeeAssistanceProgramCoordinator I K EC12B EmployeeAssistanceProgramCoordinator II M EC14A CommunityRelationsSpecialist I I NC14B CommunityRelationsSpecialist II K NC14C CommunityRelationsSpecialist III L EC15A HumanRightsRepresentative I I NC15B HumanRightsRepresentative II K NC15C HumanRightsRepresentative III L EC16A HumanRightsAdministrator I M EC16B HumanRightsAdministrator II O EC30A HumanResourcesAssistant I G NC31A HumanResourcesManagementSpecialist I H NC31B HumanResourcesManagementSpecialist II J NC31C HumanResourcesManagementSpecialist III K EC31D HumanResourcesManagementSpecialist IV L EC32A HumanResourcesProgramsManager I M EC32B HumanResourcesProgramsManager II N EC32C HumanResourcesProgramsManager III O EC33A HumanResourcesProgramsDirector I P EC33B HumanResourcesProgramsDirector II Q EC37A PersonnelProgramsAnalyst I K NC37B PersonnelProgramsAnalyst II L EC38A PayrollAdministrativeAssistant I G NC38B PayrollAdministrativeAssistant II I NC40A CorrectionalTrainingOfficer I I NC40B CorrectionalTrainingOfficer II J EC40C CorrectionalTrainingOfficer III K EC40D CorrectionalTrainingOfficer IV L EC41A TrainingSpecialist I I NC41B TrainingSpecialist II J NC41C TrainingSpecialist III L EC42A VideoProductionSpecialist I I NC42B VideoProductionSpecialist II J NC42C VideoProductionSpecialist III K EC42D VideoProductionSpecialist IV L EC43A NationalGuardTrainingOfficer I I EC43B NationalGuardTrainingOfficer II J EC43C NationalGuardTrainingOfficer III L EC44A BackgroundInvestigator I H NC44B Background Investigator II I NC44C Background Investigator III J ND10A FinancialLoanAnalyst I I ND10B FinancialLoanAnalyst II J ND10C FinancialLoanAnalyst III K ED10D FinancialLoanAnalyst IV M E

39


BANDEXEMPTSTATUS

D12A Auditor I I ND12B Auditor II J ND12C Auditor III K ED12D Auditor IV L ED14A Accountant I I ND14B Accountant II J ED14C Accountant III K ED14D Accountant IV L ED18A Pre-AuditClaimsSpecialist I E ND18B Pre-AuditClaimsSpecialist II F ND18C Pre-AuditClaimsSpecialist III G ND18D Pre-AuditClaimsSpecialist IV H ED20A BudgetAnalyst I I ND20B BudgetAnalyst II K ED20C BudgetAnalyst III L ED20D BudgetAnalyst IV N ED21A BudgetAnalyst(OSF) I K ND21B BudgetAnalyst(OSF) II N ED21C BudgetAnalyst(OSF) III O ED21D BudgetAnalyst(OSF) IV P ED30A BusinessManager I K ED30B BusinessManager II L ED30C BusinessManager III M ED33A FinancialManager/Comptroller I N ED33B FinancialManager/Comptroller II O ED33C FinancialManager/Comptroller III O ED33D FinancialManager/Comptroller IV Q ED50A AccountingTechnician I F ND50B AccountingTechnician II G ND50C AccountingTechnician III H ND50D AccountingTechnician IV I ED51A Insurance/BenefitsAccountsSpecialist I G ND51B Insurance/BenefitsAccountsSpecialist II H ND51C Insurance/BenefitsAccountsSpecialist III I ND51D Insurance/BenefitsAccountsSpecialist IV J ED54A ConsumerCreditExaminer I J ND54B ConsumerCreditExaminer II K ED54C ConsumerCreditExaminer III L EE10A DivisionManager I O EE10B DivisionManager II P EE10C DivisionManager III Q EE12A AdministrativeProgramsOfficer I J EE12B AdministrativeProgramsOfficer II L EE12C AdministrativeProgramsOfficer III M EE12D AdministrativeProgramsOfficer IV O E

40


BANDEXEMPTSTATUS

E13A CustomerServiceRepresentative I D NE13B CustomerServiceRepresentative II E NE13C CustomerServiceRepresentative III G EE14A CourtReporter I - NE15A DocketClerk I F NE15B DocketClerk II G NE15C DocketClerk III H EE16A AdministrativeTechnician I D NE16B AdministrativeTechnician II E NE16C AdministrativeTechnician III F NE16D AdministrativeTechnician IV G NE17A AdministrativeAssistant I H NE17B AdministrativeAssistant II I EE18A BusinessFilingSpecialist I G NE18B BusinessFilingSpecialist II H NE18C BusinessFilingSpecialist III I NE18D BusinessFilingSpecialist IV J EE19A MedicalTranscriptionist I E NE19B MedicalTranscriptionist II G EE20A LibraryTechnician I E NE20B LibraryTechnician II F NE20C LibraryTechnician III G NE21A Librarian I I NE21B Librarian II K EE21C Librarian III L EE21D Librarian IV L EE22A AdministrativeLibrarian I M EE22B AdministrativeLibrarian II N EE24A Secretary I F NE24B Secretary II G NE24C Secretary III H NE24D Secretary IV I NE24E Secretary V J NE25A LegalSecretary I G NE25B LegalSecretary II H NE25C LegalSecretary III I NE25D LegalSecretary IV J EE27A InsuranceBoardExecutiveAssistant I J NE28A MentorExecutive I K EE30A LegalResearchAssistant I I NE31A AdministrativeHearingOfficer I L EE31B AdministrativeHearingOfficer II M EE31C AdministrativeHearingOfficer III N EE32A AdministrativeHearingManager I O NE33A BinderyWorker I E N

41


BANDEXEMPTSTATUS

E33B BinderyWorker II F NE33C BinderyWorker III H EE34A OffsetPressOperator I F NE34B OffsetPressOperator II G NE34C OffsetPressOperator III H NE34D OffsetPressOperator IV I EE35A DuplicatingEquipmentOperator I C NE35B DuplicatingEquipmentOperator II D NE35C DuplicatingEquipmentOperator III E NE35D DuplicatingEquipmentOperator IV F NE36A OpticalImagingSpecialist I D NE36B OpticalImagingSpecialist II F NE36C OpticalImagingSpecialist III H EE37A ReproductionServicesManager I L EE38A DirectorofCentralPrinting I N EE41A Archivist/RecordsManagementSpecialist I I NE41B Archivist/RecordsManagementSpecialist II K EE41C Archivist/RecordsManagementSpecialist III L EE42A AdministrativeArchivist I M EE43A GraphicArtist I H NE43B GraphicArtist II I NE43C GraphicArtist II J EE44A PublicInformationOfficer I I NE44B PublicInformationOfficer II J NE44C PublicInformationOfficer III K EE45A PublicInformationManager I L EE45B PublicInformationManager II M EE46A StatisticalResearchSpecialist I H NE46B StatisticalResearchSpecialist II I NE46C StatisticalResearchSpecialist III K EE46D StatisticalResearchSpecialist IV L EE47A ResearchDirector I M EE48A PlanningCoordinator I H NE48B PlanningCoordinator II I EE48C PlanningCoordinator IV K EE49A ManagementAnalyst I L EE49B ManagementAnalyst II N EE50A Photographer I H EE51A Photolithographer I E NE51B Photolithographer II F NE51C Photolithographer III G NE55A CustomerAssistanceRepresentative I F NE55B CustomerAssistanceRepresentative II G NE55C CustomerAssistanceRepresentative III H NE55D CustomerAssistanceRepresentative IV J E

42


BANDEXEMPTSTATUS

F10A ContractingandProcurementOfficer I H NF10B ContractingandProcurementOfficer II J NF10C ContractingandProcurementOfficer III K EF10D ContractingandProcurementOfficer IV L EF11A ContractingandProcurementAdministrator I N EF11B ContractingandProcurementAdministrator II P EF12A ChiefAdministratorofAcquisitions I Q EF13A StrategicSourcingConsultant J NF13B StrategicSourcingConsultant K NF13C StrategicSourcingConsultant L NF13D StrategicSourcingConsultant M NF14A ContractingandAcquisitionsAgent I H NF14B ContractingandAcquisitionsAgent II I NF14C ContractingandAcquisitionsAgent III J EF14D ContractingandAcquisitionsAgent IV K EF15A ContractingandAcquisitionsAdministrator I N EF16A SurplusPropertyAgent I H NF17A PropertyDistributionAdministrator I M EF17B PropertyDistributionAdministrator II N EF20A MaterielManagementSpecialist I D NF20B MaterielManagementSpecialist II E NF20C MaterielManagementSpecialist III F NF20D MaterielManagementSpecialist IV G EF21A MaterielManagementOfficer I H EF21B MaterielManagementOfficer II I EF30A MineralsManagementSpecialist I I NF30B MineralsManagementSpecialist II J NF30C MineralsManagementSpecialist III K EF30D MineralsManagementSpecialist IV L EF31A RealEstateManagementSpecialist I I NF31B RealEstateManagementSpecialist II J NF31C RealEstateManagementSpecialist III L EF31D RealEstateManagementSpecialist IV M EF35A Director,ServiceDivision I N EF36A Director,RealEstateManagementDivision I N EF36B Director,RealEstateManagementDivision II O EF38A RealPropertyManagementSpecialist I K NF41A Construction/MaintenanceTechnician I F NF41B Construction/MaintenanceTechnician II G NF41C Construction/MaintenanceTechnician III H EF42A ConstructionInspector I K NF43A ExhibitDesignTechnician I F NF43B ExhibitDesignTechnician II G NF43C ExhibitDesignTechnician III H NF44A Carpenter I F N

43


BANDEXEMPTSTATUS

F44B Carpenter II G NF45A Construction/MaintenanceAdministrator I K EF45B Construction/MaintenanceAdministrator II L EF45C Construction/MaintenanceAdministrator III M EF45D Construction/MaintenanceAdministrator IV N EF46A Painter I E NF46B Painter II F NF47A FleetSpecialist I E NF47B FleetSpecialist II G NF47C FleetSpecialist III H NF47D FleetSpecialist IV I EF47E FleetSpecialist V K EF48A Welder I F NF48B Welder II G NF48C Welder III I NF49A PhysicalPlantOperator I E NF49B PhysicalPlantOperator II F NF49C PhysicalPlantOperator III H EF50A Housekeeping/CustodialWorker I B NF50B Housekeeping/CustodialWorker II C NF50C Housekeeping/CustodialWorker III D NF50D Housekeeping/CustodialWorker IV G EF50E Housekeeping/CustodialWorker V I EF54A LightVehicleDriver I C NF56A ElectronicsTechnician I H NF56B ElectronicsTechnician II I EF58A SecuritySystemsProgramManager I K EF60A AsbestosEquipment/VehicleOperator I E NF61A AsbestosSupplyOfficer I E NF62A AsbestosWorker I H NF62B AsbestosWorker II I NF62C AsbestosWorker III J EF63A AsbestosSuperintendent I L EF63B AsbestosSuperintendent II M EF65A ConstructionDesigner I K EF66A LandscapeArchitect I K EF68A InteriorDesigner I J EF69A Architect I L EF69B Architect II M EF70A FacilitiesProgramsOfficer(OMD) I L EF71A RoofingManager I L EF72A ConstructionManager I J EF73A MilitaryConstructionConsultant(OMD) I L EF74A MechanicalSystemsTechnician I F NF74B MechanicalSystemsTechnician II G N

44


BANDEXEMPTSTATUS

F74C MechanicalSystemsTechnician III H NF74D MechanicalSystemsTechnician IV I EF75A Electrician I G NF75B Electrician II H NF75C Electrician III I NF75D Electrician IV J EF76A Plumber I G NF76B Plumber II H NF76C Plumber III I NF76D Plumber IV J EF77A Groundskeeper I E NF77B Groundskeeper II F NF78A EquipmentOperator I E NF78B EquipmentOperator II F NF78C EquipmentOperator III G NF79A Laborer I D NF79B Laborer II E NG10A CommunicationsOfficer(DPS) I - NG10B CommunicationsOfficer(DPS) II - NG10C CommunicationsOfficer(DPS) III - NG10D CommunicationsOfficer(DPS) IV - EG10E CommunicationsOfficer(DPS) V - EG11A LawEnforcementCommunicationCenterDirector I I EG11B LawEnforcementCommunicationCenterDirector II J EG11C LawEnforcementCommunicationCenterDirector III K EG12A Criminalist I - NG12B Criminalist II - NG12C Criminalist III - NG12D Criminalist IV - EG12E Criminalist V - EG13A CrimeReportingFieldRepresentative I H NG13B CrimeReportingFieldRepresentative II I NG13C CrimeReportingFieldRepresentative III K EG14A Driver’sLicenseExaminer I H NG14B Driver’sLicenseExaminer II I NG14C Driver’sLicenseExaminer III J NG14D Driver’sLicenseExaminer IV K NG15A LawEnforcementCommunicationsSpecialist I G NG15B LawEnforcementCommunicationsSpecialist II I EG16A PhysicalEvidenceTechnician I F NG16B PhysicalEvidenceTechnician II H NG16C PhysicalEvidenceTechnician III I EG17A CriminalIntelligenceAnalyst I J NG17B CriminalIntelligenceAnalyst II K NG18A PolygraphExaminer I I N

45


BANDEXEMPTSTATUS

G19A FingerprintSpecialist I H NG19B FingerprintSpecialist II I NG19C FingerprintSpecialist III J NG19D FingerprintSpecialist IV K NG21A StateFireMarshalLawEnforcementAgent I J NG21B StateFireMarshalLawEnforcementAgent II K NG21C StateFireMarshalLawEnforcementAgent III L NG21D StateFireMarshalLawEnforcementAgent IV M EG21E StateFireMarshalLawEnforcementAgent V O EG22A LawEnforcementSpecialAgent(OSBI) I - NG22B LawEnforcementSpecialAgent(OSBI) II - NG22C LawEnforcementSpecialAgent(OSBI) III - NG22D LawEnforcementSpecialAgent(OSBI) IV - EG22E LawEnforcementSpecialAgent(OSBI) V - EG23A LawEnforcementABLECommissionAgent I H NG23B LawEnforcementABLECommissionAgent II J NG23C LawEnforcementABLECommissionAgent III K NG23D LawEnforcementABLECommissionAgent IV M EG23E LawEnforcementABLECommissionAgent V N EG24A LawEnforcementNarcoticsAgent I I NG24B LawEnforcementNarcoticsAgent II J NG24C LawEnforcementNarcoticsAgent III K NG24D LawEnforcementNarcoticsAgent IV L EG24E LawEnforcementNarcoticsAgent V M EG24F LawEnforcementNarcoticsAgent VI O EG25A DHSInvestigativeAgent I I NG25B DHSInvestigativeAgent II J NG25C DHSInvestigativeAgent III K NG25D DHSInvestigativeAgent IV M NG25E DHSInvestigativeAgent VI N NG28A PoliceOfficer I E NG28B PoliceOfficer II F NG28C PoliceOfficer III G NG28D PoliceOfficer IV H EG28E PoliceOfficer V J EG30A LicensingServicesHearingOfficer(DPS) I J NG30B LicensingServicesHearingOfficer(DPS) II K EG30C LicensingServicesHearingOfficer(DPS) III L EG32A Gunsmith/AmmunitionReloadSpecialist I I NG33A LawEnforcementTelecommunicationsSystemSpecialist I I NG33B LawEnforcementTelecommunicationsSystemSpecialist II J NG33C LawEnforcementTelecommunicationsSystemSpecialist III L NG33D LawEnforcementTelecommunicationsSystemSpecialist IV L EG33E LawEnforcementTelecommunicationsSystemSpecialist V N EG40A LawEnforcementProgramAdministrator I O E

46


BANDEXEMPTSTATUS

G40B LawEnforcementProgramAdministrator II P EG41A DeputyCommissioner(DPS) I Q EG50A LawEnforcementCapitolPatrolOfficer I - NG50B LawEnforcementCapitolPatrolOfficer II - NG50C LawEnforcementCapitolPatrolOfficer III - NG50D LawEnforcementCapitolPatrolOfficer IV - EG51A LawEnforcementCapitolPatrolManager I - EG51B LawEnforcementCapitolPatrolManager II - EG52A LawEnforcementLakePatrolOfficer I - NG52B LawEnforcementLakePatrolOfficer II - NG52C LawEnforcementLakePatrolOfficer III - EG52D LawEnforcementLakePatrolOfficer IV - EG53A LawEnforcementHighwayPatrolOfficer I - NG53B LawEnforcementHighwayPatrolOfficer II - NG53C LawEnforcementHighwayPatrolOfficer III - NG53D LawEnforcementHighwayPatrolOfficer IV - NG53E LawEnforcementHighwayPatrolOfficer V - EG54A LawEnforcementHighwayPatrolManager I - EG54B LawEnforcementHighwayPatrolManager II - EG55A LawEnforcementHighwayPatrolAdministrator I - EG55B LawEnforcementHighwayPatrolAdministrator II - EG55C LawEnforcementHighwayPatrolAdministrator III - EH10A ProgramsManager I M EH10B ProgramsManager II N EH10C ProgramsManager III O EH10D ProgramsManager IV P EH10E ProgramsManager V Q EH11A ProgramsFieldRepresentative I M NH15A CountyDirector I L EH15B CountyDirector II M EH15C CountyDirector III N EH15D CountyDirector IV O EH16A ChildWelfareAssistant I D NH16B ChildWelfareAssistant II F NH16C ChildWelfareAssistant III G NH20A SocialServicesSpecialist I H NH20B SocialServicesSpecialist II I NH20C SocialServicesSpecialist III J NH20D SocialServicesSpecialist IV K EH21A CaseManager I I NH21B CaseManager II J NH21C CaseManager III K NH21D CaseManager IV L EH22A SocialServicesInspector I J NH22B SocialServicesInspector II K N

47


BANDEXEMPTSTATUS

H22C SocialServicesInspector III L NH22D SocialServicesInspector IV M EH23A ChildWelfareSpecialist I I NH23B ChildWelfareSpecialist II J NH23C ChildWelfareSpecialist III K NH23D ChildWelfareSpecialist IV L EH24A ChildCareLicensingSpecialist I H NH24B ChildCareLicensingSpecialist II I NH24C ChildCareLicensingSpecialist III J NH24D ChildCareLicensingSpecialist IV K EH25A MedicalSocialAnalyst I I NH25B MedicalSocialAnalyst II K EH26A AdultProtectiveServicesSpecialist I I NH26B AdultProtectiveServicesSpecialist II J NH26C AdultProtectiveServicesSpecialist III K NH26D AdultProtectiveServicesSpecialist IV L EH27A ClinicalSocialWorker I J EH27B ClinicalSocialWorker II K EH27C ClinicalSocialWorker III L EH27D ClinicalSocialWorker IV M EH30A ChildSupportSpecialist I H NH30B ChildSupportSpecialist II I NH30C ChildSupportSpecialist III J NH30D ChildSupportSpecialist IV K EH32A SpecialistinAging I J NH33A RegionalAfter-CareSupervisor I L EH50A DisabilityProgramSpecialist I I NH50B DisabilityProgramSpecialist II J NH50C DisabilityProgramSpecialist III K NH50D DisabilityProgramSpecialist IV L EH51A Planning/OversightSpecialist I K EH51B Planning/OversightSpecialist II L EH51C Planning/OversightSpecialist III M EI10A CorrectionalSecurityOfficer I F NI10B CorrectionalSecurityOfficer II G NI10C CorrectionalSecurityOfficer III H NI10D CorrectionalSecurityOfficer IV I NI11A CorrectionalSecurityManager I K EI11B CorrectionalSecurityManager II L EI12A CorrectionalChiefofSecurity I L EI12B CorrectionalChiefofSecurity II M EI12C CorrectionalChiefofSecurity III N EI13A IntelligenceOfficer(DOC) I J NI14A StaffAssistant(DOC) I L NI15A UnitManager(DOC) I L E

48


BANDEXEMPTSTATUS

I16A CorrectionalSecurityConsultant I M NI17A FugitiveApprehensionAgent(DOC) I J NI17B FugitiveApprehensionAgent(DOC) II K NI17C FugitiveApprehensionAgent(DOC) III L NI20A CorrectionalCaseManager I H NI20B CorrectionalCaseManager II I NI20C CorrectionalCaseManager III J NI20D CorrectionalCaseManager IV K EI21A CorrectionalActivitiesOfficer I H NI21B CorrectionalActivitiesOfficer II J EI22A SchoolPrincipal I L EI22B SchoolPrincipal II M EI23A CorrectionalTeacher I - EI23B CorrectionalTeacher II - EI24A CorrectionalCounselor I H NI25A CorrectionalRecordsOfficer I J NI26A InternalAffairsSpecialInvestigator(DOC) I I NI26B InternalAffairsSpecialInvestigator(DOC) II J NI26C InternalAffairsSpecialInvestigator(DOC) III K EI30A CorrectionalIndustriesManager I F NI30B CorrectionalIndustriesManager II H EI30C CorrectionalIndustriesManager III I EI30D CorrectionalIndustriesManager IV L EI30E CorrectionalIndustriesManager V M EI35A InstitutionalFarmsManager I I NI35B InstitutionalFarmsManager II J EI35C InstitutionalFarmsManager III K EI35D InstitutionalFarmsManager IV L EI40A ProbationandParoleOfficer I I NI40B ProbationandParoleOfficer II K NI40C ProbationandParoleOfficer III L EI40D ProbationandParoleOfficer IV M EI41A PardonandParoleInvestigator I I NI41B PardonandParoleInvestigator II J NI41C PardonandParoleInvestigator III K EI50A CorrectionalHealthServicesAdministrator I M EI50B CorrectionalHealthServicesAdministrator II N EI50C CorrectionalHealthServicesAdministrator III O EI51A OCI&Agri-ServicesTruckDriv I G NJ10A SafetyStandardsInspector I I NJ10B SafetyStandardsInspector II J NJ10C SafetyStandardsInspector III K NJ10D SafetyStandardsInspector IV L EJ12A EmergencyManagementOfficer I J NJ12B EmergencyManagementOfficer II K N

49


BANDEXEMPTSTATUS

J12C EmergencyManagementOfficer III L NJ12D EmergencyManagementOfficer IV M EJ14A AsbestosInspector I I NJ14B AsbestosInspector II J NJ14C AsbestosInspector III K NJ14D AsbestosInspector IV L EJ15A IndustrialHygienist I K NJ15B IndustrialHygienist II L NJ15C IndustrialHygienist III L NJ15D IndustrialHygienist IV M EJ16A Boiler/PressureVesselandAltFuelInspector I I NJ16B Boiler/PressureVesselandAltFuelInspector II J NJ16C Boiler/PressureVesselandAltFuelInspector III L EJ16D Boiler/PressureVesselandAltFuelInspector IV L EJ17A LaborComplianceOfficer I I NJ17B LaborComplianceOfficer II J NJ17C LaborComplianceOfficer III K EJ19A OccupationalLicensureSpecialist I I NJ19B OccupationalLicensureSpecialist II J NJ19C OccupationalLicensureSpecialist III K EJ20A RealEstateInvestigator I I NJ20B RealEstateInvestigator II J NJ20C RealEstateInvestigator III EJ25A SafetyandHealthDirector I N EJ26A EmploymentStandardsDirector I N EJ30A SafetyManager I M EJ30B SafetyManager II N EJ31A SafetyConsultant I H NJ31B SafetyConsultant II I NJ31C SafetyConsultant III J EJ31D SafetyConsultant IV K EJ32A HighwaySafetyCoordinator I M EJ33A AirfieldFirefighter I I NJ33B AirfieldFirefighter II J NJ33C AirfieldFirefighter III L EJ33D AirfieldFirefighter IV N EJ40A JuvenileSecurityOfficer I E NJ40B JuvenileSecurityOfficer II F NJ40C JuvenileSecurityOfficer III G NJ40D JuvenileSecurityOfficer IV H NJ41A FirePreventionandSecurityOfficer I D NJ41B FirePreventionandSecurityOfficer II E NJ41C FirePreventionandSecurityOfficer III F EJ41D FirePreventionandSecurityOfficer IV F EJ52A Cosmetology/BarberInspector I FI N

50


BANDEXEMPTSTATUS

J53A PharmacyInspector I J NJ53B PharmacyInspector II K EJ54A JailInspection/InvestigationOfficer I H NJ54B JailInspection/InvestigationOfficer II I NJ54C JailInspection/InvestigationOfficer III J EJ55A Medical/DentalInvestigator I H NJ55B Medical/DentalInvestigator II I NJ55C Medical/DentalInvestigator III J NJ55D Medical/DentalInvestigator IV K EJ55E Medical/DentalInvestigator V L EJ56A ODVAInternalInvestigator I I NJ56B ODVAInternalInvestigator II J EJ56C ODVAInternalInvestigator III K EJ56D ODVAInternalInvestigator IV L EK10A JuvenileJusticeSpecialist I I NK10B JuvenileJusticeSpecialist II J NK10C JuvenileJusticeSpecialist III K NK10D JuvenileJusticeSpecialist IV L EK11A DisabilityDeterminationSpecialist I H NK11B DisabilityDeterminationSpecialist II I NK11C DisabilityDeterminationSpecialist III J NK11D DisabilityDeterminationSpecialist IV L NK12A DisabilityDeterminationTechnician I F NK12B DisabilityDeterminationTechnician II G NK12C DisabilityDeterminationTechnician III H NK12D DisabilityDeterminationTechnician IV I NK15A ManualSignLanguageSpecialist I F NK20A RehabilitationTechnician I H NK20B RehabilitationTechnician II H NK20C RehabilitationTechnician III I NK21A VocationalRehabilitationSpecialist I J NK21B VocationalRehabilitationSpecialist II K NK21C VocationalRehabilitationSpecialist III L NK21D VocationalRehabilitationSpecialist IV M NK22A AssistiveTechnologySpecialist I K EK22B AssistiveTechnologySpecialist II L EK22C AssistiveTechnologySpecialist III M EK22D AssistiveTechnologySpecialist IV N EK23A RehabilitationoftheBlindSpecialist I J NK23B RehabilitationoftheBlindSpecialist II K NK23C RehabilitationoftheBlindSpecialist III L NK23D RehabilitationoftheBlindSpecialist IV M NK24A Job Placement Specialist I I NK24B Job Placement Specialist II J NK25A CoordinatorforChildren'sServices I M E

51

JFD CODE JFD TITLE LEVEL PAY

BAND EXEMPT STATUS

K27A Vocational Rehabilitation Teacher I J E K28A Vocational Training Instructor I I N K30A Vending Machine Technician I G N K31A Vending Facility Business Consultant I H N K31B Vending Facility Business Consultant II I N L12A Animal Health Epidemiologist I O E L13A Agricultural Market Development Coordinator I I N L13B Agricultural Market Development Coordinator II K N L13C Agricultural Market Development Coordinator III M N L16A Agriculture Field Inspector I I N L16B Agriculture Field Inspector II J N L16C Agriculture Field Inspector III K N L16D Agriculture Field Inspector IV L E L16E Agriculture Field Inspector V M E L20A Forestry Fire Control Officer I G N L20B Forestry Fire Control Officer II H N L20C Forestry Fire Control Officer III I N L21A Forest Fire Detection Specialist I C N L22A Forest Regeneration Specialist I I N L22B Forest Regeneration Specialist II J N L22C Forest Regeneration Specialist III L E L23A Forest Ranger I G N L23B Forest Ranger II H N L23C Forest Ranger III I E L24A Forester I I N L24B Forester II J N L24C Forester III K E L24D Forester IV L E L24E Forester V N E L25A Forestry Services Special Investigations Officer I J N L25B Forestry Services Special Investigations Officer II K N L25C Forestry Services Special Investigations Officer III L N L25D Forestry Services Special Investigations Officer IV M E L33A Wildlife Damage Control Specialist I H N L33B Wildlife Damage Control Specialist II I N L33C Wildlife Damage Control Specialist III J E L34A Seed Analyst I E N L34B Seed Analyst II F N L34C Seed Analyst III H N L40A Meteorologist I I N L40B Meteorologist II K N L40C Meteorologist III M E L40D Meteorologist IV N E L41A Agriculture Services Administrator I N E L41B Agriculture Services Administrator II O E

52


BANDEXEMPTSTATUS

M10C RegulatoryProgramManager III P EM11A Director,OilandGasDivision I O EM11B Director,OilandGasDivision II O EM20A ConsumerComplaintInvestigatorandMediator I J NM20B ConsumerComplaintInvestigatorandMediator II K NM30A FuelSpecialist I H NM30B FuelSpecialist II I NM30C FuelSpecialist III J EM30D FuelSpecialist IV K EM31A OilandGasSpecialist I I NM31B OilandGasSpecialist II K NM31C OilandGasSpecialist III L NM31D OilandGasSpecialist IV M EM32A OilandGasFieldInspector I I NM32B OilandGasFieldInspector II J NM32C OilandGasFieldInspector III K NM32D OilandGasFieldInspector IV L EM33A OilandGasProductionAdvisor I L EM35A PipelineSafety/RegulationSpecialist I J NM35B PipelineSafety/RegulationSpecialist II L NM35C PipelineSafety/RegulationSpecialist III M EM36A LiquefiedPetroleumGasInspector I G NM36B LiquefiedPetroleumGasInspector II H NM40A PublicUtilityRegulatoryAnalyst I J NM40B PublicUtilityRegulatoryAnalyst II L NM40C PublicUtilityRegulatoryAnalyst III L NM40D PublicUtilityRegulatoryAnalyst IV N EM41A PublicUtilityComplianceSpecialist I I NM41B PublicUtilityComplianceSpecialist II K NM41C PublicUtilityComplianceSpecialist III N EM46A Transportation Customer Specialist I H NM46B Transportation Customer Specialist II I NM46C Transportation Customer Specialist III J NM46D Transportation Customer Specialist IV K NM50A TransportationRateAuditor I I NM50B TransportationRateAuditor II K NM50C TransportationRateAuditor III L EM53A MotorCarrierEnforcementOfficer I I NM53B MotorCarrierEnforcementOfficer II K NM53C MotorCarrierEnforcementOfficer III L EM53D MotorCarrierEnforcementOfficer IV M EM54A TrackSafetySpecialist I J NN10A AssistantDeputyDirector,ODVA I Q EN12A VeteransCenterAdministrator I O EN12B VeteransCenterAdministrator II P E

53


BANDEXEMPTSTATUS

N13A VeteransAffairsFieldServicesRepresentative I H NN13B VeteransAffairsFieldServicesRepresentative II I NN13C VeteransAffairsFieldServicesRepresentative III J NN13D VeteransAffairsFieldServicesRepresentative IV K EN14A VeteransClaimsandBenefitsAdministrator I N EN14B VeteransClaimsandBenefitsAdministrator II O EN15A StateAccreditingOfficer I J NN15B StateAccreditingOfficer II K EN16A PatientServicesCoordinator I H NN16B PatientServicesCoordinator II I NP15A Naturalist I J NP15B Naturalist II K EP20A ParkRanger I G NP20B ParkRanger II H NP20C ParkRanger III I EP20D ParkRanger IV L EP25A ParkManager I J EP25B ParkManager II L EP25C ParkManager III L EP25D ParkManager IV M EP25E ParkManager V N EP30A RecreationProgramsCoordinator I K EQ10A PowerGenerationOperationsTechnician I L NQ10B PowerGenerationOperationsTechnician II M NQ10C PowerGenerationOperationsTechnician III N NQ10D PowerGenerationOperationsTechnician IV O EQ20A PowerPlantMaintenanceTechnician I L NQ20B PowerPlantMaintenanceTechnician II M NQ20C PowerPlantMaintenanceTechnician III N NQ20D PowerPlantMaintenanceTechnician IV O EQ21A PowerTransmissionMaintenanceTechnician I L NQ21B PowerTransmissionMaintenanceTechnician II M NQ21C PowerTransmissionMaintenanceTechnician III N NQ21D PowerTransmissionMaintenanceTechnician IV O EQ22A SCADASystemMaintenanceTechnician I L NQ22B SCADASystemMaintenanceTechnician II M NQ22C SCADASystemMaintenanceTechnician III N NQ22D SCADASystemMaintenanceTechnician IV O EQ23A AutomotiveMaintenanceTechnician I L NQ23B AutomotiveMaintenanceTechnician II M NQ23C AutomotiveMaintenanceTechnician III N NQ23D AutomotiveMaintenanceTechnician IV O EQ24A ElectricalDraftingTechnician I M NQ24B ElectricalDraftingTechnician II N EQ30A PowerGenerationSystemOperator I M N

54


BANDEXEMPTSTATUS

Q30B PowerGenerationSystemOperator II N NQ30C PowerGenerationSystemOperator III O EQ30D PowerGenerationSystemOperator IV P EQ40A PowerGenerationCoalYardEquipmentOperator I J NQ40B PowerGenerationCoalYardEquipmentOperator II K NQ40C PowerGenerationCoalYardEquipmentOperator III L NQ40D PowerGenerationCoalYardEquipmentOperator IV N EQ50A GRDALakePatrolOfficer I G NQ50B GRDALakePatrolOfficer II I NQ50C GRDALakePatrolOfficer III J EQ50D GRDALakePatrolOfficer IV L ER10A Environmental/ChemicalLaboratoryScientist I J NR10B Environmental/ChemicalLaboratoryScientist II K ER10C Environmental/ChemicalLaboratoryScientist III L ER10D Environmental/ChemicalLaboratoryScientist IV L ER20A EnvironmentalProgramsSpecialist I I NR20B EnvironmentalProgramsSpecialist II J NR20C EnvironmentalProgramsSpecialist III K ER20D EnvironmentalProgramsSpecialist IV L ER21A PollutionResponseProgramsCoordinator I J ER22A EnvironmentalInvestigator I K NR22B EnvironmentalInvestigator II L ER22C EnvironmentalInvestigator III M ER22D EnvironmentalInvestigator IV N ER23A EnvironmentalTechnician I G NR25A EnvironmentalProgramsManager I N ER25B EnvironmentalProgramsManager II O ER25C EnvironmentalProgramsManager III P ER25D EnvironmentalProgramsManager IV Q ES10A EngineerIntern I I NS10B EngineerIntern II J NS10C EngineerIntern III K NS10D EngineerIntern IV L NS10E EngineerIntern V M ES11A ProfessionalEngineer I M ES11B ProfessionalEngineer II N ES11C ProfessionalEngineer III O ES12A EngineeringManager I O ES12B EngineeringManager II P ES12C EngineeringManager III Q ES12D EngineeringManager IV R ES12E EngineeringManager V R ES15A LandSurveyorIntern I I NS15B LandSurveyorIntern II K NS16A ProfessionalLandSurveyor I M E

55


BANDEXEMPTSTATUS

S16B ProfessionalLandSurveyor II N ES17A LandSurveyorManager I O ES17B LandSurveyorManager II P ES17C LandSurveyorManager III Q ET10A ComputerAidedDraftingandDesignSpecialist I F NT10B ComputerAidedDraftingandDesignSpecialist II G NT10C ComputerAidedDraftingandDesignSpecialist III I NT10D ComputerAidedDraftingandDesignSpecialist IV J NT10E ComputerAidedDraftingandDesignSpecialist V K NT10F ComputerAidedDraftingandDesignSpecialist VI M ET21A TransportationTechnician I F NT21B TransportationTechnician II G NT21C TransportationTechnician III H NT21D TransportationTechnician IV I ET22A TransportationSpecialist I F NT22B TransportationSpecialist II G ET22C TransportationSpecialist III H ET22D TransportationSpecialist IV J ET22E TransportationSpecialist V K ET22F TransportationSpecialist VI L ET23A TransportationManager I M ET23B TransportationManager II N ET23C TransportationManager III O ET23D TransportationManager IV P ET23E TransportationManager V Q ET25A TransportationEquipmentOperator I E NT25B TransportationEquipmentOperator II F NT25C TransportationEquipmentOperator III G NT25D TransportationEquipmentOperator IV H NT26A TransportationSuperintendent I J ET26B TransportationSuperintendent II K ET27A HighwaySignFabricator I E NT27B HighwaySignFabricator II F NT27C HighwaySignFabricator III G ET40A AirplanePilot I K ET50A TollCollector I E NT50B TollCollector II F NT50C TollCollector III G NT50D TollCollector IV J ET51A TollOperationsManager I L ET60A Photogrammetrist I I NT60B Photogrammetrist II J NT60C Photogrammetrist III K NU10A HistoricalProgramsAdministrator I O EU11A HistoricFacilityManager I I N

56


BANDEXEMPTSTATUS

U11B HistoricFacilityManager II J EU11C HistoricFacilityManager III K EU11D HistoricFacilityManager IV M EU12A HistoricalCollectionsSpecialist I H NU12B HistoricalCollectionsSpecialist II I NU12C HistoricalCollectionsSpecialist III J NU12D HistoricalCollectionsSpecialist IV K EU13A HistoricalInterpreter I F NU13B HistoricalInterpreter II H NU13C HistoricalInterpreter III J NU14A HistoricPreservationSpecialist I I NU14B HistoricPreservationSpecialist II K EU14C HistoricPreservationSpecialist III L EV10A TaxDocumentExaminer I F NV10B TaxDocumentExaminer II G NV10C TaxDocumentExaminer III H NV10D TaxDocumentExaminer IV J EV11A RevenueComplianceOfficer I J NV11B RevenueComplianceOfficer II K NV11C RevenueComplianceOfficer III L EV12A MotorVehicleResearchSpecialist I F NV12B MotorVehicleResearchSpecialist II G NV12C MotorVehicleResearchSpecialist III H NV14A MotorVehicleEnforcementOfficer I I NV14B MotorVehicleEnforcementOfficer II J NV14C MotorVehicleEnforcementOfficer III K EV17A RevenueComplianceExaminer I F NV17B RevenueComplianceExaminer II G NV20A TaxpayerServicesRepresentative I I NV20B TaxpayerServicesRepresentative II J NV20C TaxpayerServicesRepresentative III K NV20D TaxpayerServicesRepresentative IV L EV30A AssessmentandEqualizationAnalyst I I NV30B AssessmentandEqualizationAnalyst II J NV30C AssessmentandEqualizationAnalyst III L EW10A WorkforceServicesSpecialist I F NW10B WorkforceServicesSpecialist II H NW10C WorkforceServicesSpecialist III I NW10D WorkforceServicesSpecialist IV K EW15A EmploymentSecurityTaxEnforcementOfficer I J NW15B EmploymentSecurityTaxEnforcementOfficer II L NW15C EmploymentSecurityTaxEnforcementOfficer III L NW15D EmploymentSecurityTaxEnforcementOfficer IV M EW16A EmploymentSecurityFraudInvestigator I H NW16B EmploymentSecurityFraudInvestigator II J N

57


BANDEXEMPTSTATUS

W16C EmploymentSecurityFraudInvestigator III K EW20A ProgramRepresentative I H NW20B ProgramRepresentative II J NW20C ProgramRepresentative III K EW31A ExecutiveAssistanttotheExecutiveDirector I O EX10A HealthInformationTechnician I G NX10B HealthInformationTechnician II H EX10C HealthInformationTechnician III I EX11A Therapeutic/MedicalAide I D NX11B Therapeutic/MedicalAide II E NX12A Therapeutic/MedicalAssistant I H NX12B Therapeutic/MedicalAssistant II J NX13A LaboratoryTechnician I C NX13B LaboratoryTechnician II E NX13C LaboratoryTechnician III G NX14A LaboratoryScientist I J EX14B LaboratoryScientist II K EX14C LaboratoryScientist III L EX14D LaboratoryScientist IV M EX15A RecordsManagementSpecialist I J NX15B RecordsManagementSpecialist II L EX16A RecordsManagementAdministrator I N EX17A PublicHealthSpecialist I I NX17B PublicHealthSpecialist II J NX17C PublicHealthSpecialist III K NX17D PublicHealthSpecialist IV L EX17E PublicHealthSpecialist V N EX19A DentalCareHygienist I H NX19B DentalCareHygienist II I NX20A HealthEducator I K NX20B HealthEducator II L NX20C HealthEducator III M EX21A Audiologist I K EX21B Audiologist II L EX21C Audiologist III M EX22A Speech-LanguagePathologist I J EX22B Speech-LanguagePathologist II K EX22C Speech-LanguagePathologist III L EX22D Speech-LanguagePathologist IV M EX23A AlcoholandDrugCounselor I G NX23B AlcoholandDrugCounselor II I NX23C AlcoholandDrugCounselor III J NX23D AlcoholandDrugCounselor IV K EX24A DentalCareAssistant I F NX24B DentalCareAssistant II G N

58


BANDEXEMPTSTATUS

X25A PharmacyTechnician I E NX25B PharmacyTechnician II F NX25C PharmacyTechnician III G NX26A Pharmacist I K EX26B Pharmacist II L EX26C Pharmacist III M EX26D Pharmacist IV N EX27A Epidemiologist I J EX27B Epidemiologist II L EX27C Epidemiologist III N EX27D Epidemiologist IV P EX28A HealthPlanningSpecialist I I NX28B HealthPlanningSpecialist II K NX28C HealthPlanningSpecialist III M EX29A HealthFacilitySurveyor I I NX29B HealthFacilitySurveyor II J NX29C HealthFacilitySurveyor III K NX29D HealthFacilitySurveyor IV L EX30A MusicTherapist I I EX30B MusicTherapist II J EX30C MusicTherapist III K EX31A PsychologicalClinician I K NX31B PsychologicalClinician II M EX31C PsychologicalClinician III N EX31D PsychologicalClinician IV N EX31E PsychologicalClinician V P EX32A ChildDevelopmentSpecialist I I NX32B ChildDevelopmentSpecialist II K EX32C ChildDevelopmentSpecialist III L EX32D ChildDevelopmentSpecialist IV L EX33A OccupationalTherapist I K EX33B OccupationalTherapist II L EX33C OccupationalTherapist III M EX33D OccupationalTherapist IV N EX34A PhysicalTherapist I K EX34B PhysicalTherapist II L EX34C PhysicalTherapist III M EX34D PhysicalTherapist IV N EX35A RecreationalActivitiesSpecialist I E NX35B RecreationalActivitiesSpecialist II H NX35C RecreationalActivitiesSpecialist III I EX36A RecreationTherapist I H NX36B RecreationTherapist II I NX36C RecreationTherapist III J NX36D RecreationTherapist IV L E

59


BANDEXEMPTSTATUS

X37A RespiratoryTherapist I H EX37B RespiratoryTherapist II I EX38A DiseaseInterventionSpecialist I I NX38B DiseaseInterventionSpecialist II K NX38C DiseaseInterventionSpecialist III L EX39A DirectorofPatientActivityPrograms I N EX40A LaboratoryAdministrator I N EX40B LaboratoryAdministrator II P EX41A EmergencyMedicalServicesAdministrator I K EX41B EmergencyMedicalServicesAdministrator II L EX42A ChiefofDentalHealthServices I P EX43A PublicHealthAdministrator I M EX44A AssistantDeputyCommissioner,StateHealthDepartment I Q EX45A DirectorofProfessionalServices I N EX45B DirectorofProfessionalServices II O EX46A ClinicalHealthFacilitySurveyor I J NX46B ClinicalHealthFacilitySurveyor II K NX46C ClinicalHealthFacilitySurveyor II L EX46D ClinicalHealthFacilitySurveyor IV M EX48A EnforcementAnalyst I M EY10A PatientCareAssistant I D NY10B PatientCareAssistant II E NY10C PatientCareAssistant III F NY11A LicensedPracticalNurse I G NY11B LicensedPracticalNurse II H NY11C LicensedPracticalNurse III I NY11D LicensedPracticalNurse IV J NY12A RegisteredNurse I J EY12B RegisteredNurse II K EY12C RegisteredNurse III M EY13A NursingManager I M EY13B NursingManager II N EY13C NursingManager III P EY13D NursingManager IV Q EY14A AdvancedPracticeNurse I M EY14B AdvancedPracticeNurse II N EY15A HealthCareManagementNurse I M EY15B HealthCareManagementNurse II N EY15C HealthCareManagementNurse III O EZ10A TeachingAssistant I D NZ11A Teacher I I EZ12A DirectCareSpecialist I E NZ12B DirectCareSpecialist II F NZ12C DirectCareSpecialist III G NZ12D DirectCareSpecialist IV H E

60


BANDEXEMPTSTATUS

Z12E DirectCareSpecialist V I EZ13A TransportationOfficer I D NZ14A InstitutionalSafetyCoordinator I K EZ15A CentralServiceWorker I D NZ16A EducationalConsultant I N EZ17A ArtsandCraftsInstructor I G NZ17B ArtsandCraftsInstructor II I NZ18A IndependentLivingInstructor I G NZ18B IndependentLivingInstructor II H NZ18C IndependentLivingInstructor III I EZ18D IndependentLivingInstructor IV J EZ20A FoodServiceSpecialist I C NZ20B FoodServiceSpecialist II E NZ20C FoodServiceSpecialist III E NZ20D FoodServiceSpecialist IV G NZ21A FoodServiceManager I H EZ21B FoodServiceManager II I EZ21C FoodServiceManager III J EZ24A NutritionAssistant I G NZ25A NutritionTherapist I J EZ25B NutritionTherapist II K EZ25C NutritionTherapist III L EZ25D NutritionTherapist IV M EZ26A InstitutionalProgramCoordinator I L EZ26B InstitutionalProgramCoordinator II L EZ26C InstitutionalProgramCoordinator III M EZ27A Institutional/CommunityProgramAdministrator I L EZ27B Institutional/CommunityProgramAdministrator II N EZ27C Institutional/CommunityProgramAdministrator III O EZ30A LinenandClothingSpecialist I C NZ30B LinenandClothingSpecialist II D NZ30C LinenandClothingSpecialist III D NZ30D LinenandClothingSpecialist IV F NZ30E LinenandClothingSpecialist V H EZ40A PersonalGroomingSpecialist I F NZ40B PersonalGroomingSpecialist II G NZ50A VolunteerServicesSpecialist I H NZ50B VolunteerServicesSpecialist II I EZ51A YouthGuidanceSpecialist I E NZ51B YouthGuidanceSpecialist II F NZ51C YouthGuidanceSpecialist III G NZ51D YouthGuidanceSpecialist IV H EZ52A Chaplain I I EZ52B Chaplain II J EZ52C Chaplain III K E

61


BANDEXEMPTSTATUS

Z53A ChaplainAssistant I F N

62

THE UNITED STATES FAIR LABOR STANDARDS ACT · foklahoma policy guidelineslsa the united states fair...

Documents

Transcript of THE UNITED STATES FAIR LABOR STANDARDS ACT · foklahoma policy guidelineslsa the united states fair...