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`fhe above requirements are a brief sunnnary of the requirements. Exempt employees must meet all requirements as described in the federal regulation 29 CFR Part 541. Section ~3. Hours Worked Hours worked include any time an employee is required to Ue on duty, on e+r-e--~rieye--'s-County pc~ designated workplace for the-ettrRleyer County, and all times where the employee is suffered or pert work-fet-tire-etrtp~yt~. Hours worked also include any work clone on or away from the working pre er~thleye~supervisor or County has reason to believe or knows that work is being done. Furthermore e+~layet~-the supervisor or County cannot rrrRy-unjustly benefit from work performed without lr+sl~ k(ro~vledge. Holidays, Annual Leave, and Sick Leave Holidays, annual leave and sick leave are not counted as hours worked for the purpose of computin€ even though they are paid hours. Training Time Required attendance at training sessions, workshops and other meetings, whether before, during or after the employee's regular work period, is work time. Volunta-y attendance at training sessions, workshops and other meetings is not work time a if the following conditions are met: (a) Attendance is outside the employee's regular working hours, (b) Attendance is in fact vohutta-y, (c) The course, lecture or event is not directly related to the employee's job, and (d) The employee does not perform any productive work during such attendance. Training to maintain certification required by the state is generally not considered hours of work under the FLSA. Grievance Time The time an employee spends during-FrisNrer the regular work period adjusting a grievance under the County's Grievance Procedure, Discriminatory and Adverse Action Appeal he~[iey-policy is work time. Time spent outside the employee's regular work period is work time if the employee's attendance is required by the-age+re~y emit County. On Call The tiure an employee spends "waiting to be engaged", whet•e an employee is free to go about h-is~hetpersonal ew+r-pursuits with the understanding that ~verd -;;Tl' "»~~~,;4;o••,zl;~;T;~they can be teaehedcontacted, is not considered te-tie-hotu•s worked. When an employee is called out on a job assignment, only the time actually spent on the assignment is counted as hours worked. In cases where calls are so frequent or the waiting conditions so restrictive that the employee is not te-tl~y-free to use the intervening periods effectively for ~{}-er-ewtrpersonal purposes, then the employee is considered to be "engaged to wait" and the beats-time spe}rt~s-st-el~+eis counted as hours worked. For fan employee ~s-is-on call and required to remain at home and w~e-is also uninterrupted for long periods of time, the department head will determine ~v+th-Ir+s~l-e-~en~leyer-a reasonable t-ttt~er•-a€antount oftime to CI'edlt aS work hours-ive+t~eft.1•he tri++met-c~etet•+rrit-ec~shet+lc-E+eAeet~iet{t-t}re-time spent ~t--answering calls and GG Attachment number 4 F-5 Page 194 of 362