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the restriction on the e-~4etee~-ttet~#et}~abi-ity to engage in personal activities t~e5trlt-it~~€te~t-tlte-trell~~vill be used in reaching this determination. Meals and Rest Periods A bona fide meal period is not counted as hours worked or as time paid. Such a period consists of at least 30 consecutive minutes during which the employee is completely relieved of lttsd-tet~- duties. When meal periods are frequently interrupted, the employee is not considered to be relieved of all duties, and the meal periods are counted as hours worked. Rest periods or breaks of short duration, from ~tive to 20 minutes, must be counted as hours worked.'fhey arc not required by the law or guaranteed and they are taken work load permitting. Missed rest period time cannot be accumulated and taken at a later date. Rest periods are not combined with a meal period. Duty of Lcss than 24 hours An employee on duty for a period of less than 24 hours is considered to be working even though the employee may be allowed to sleep or engage in other personal activities when not busy. Duty of More than 24 hours An employee on duty for 24 hours or longer may agree with der-e+~}eye+the County to strHtt-ae~exclude bona fide meal and sleep time from the hours worked. It is the position of the County that agreement to exclude bona fide meal aad sleep time by the employee is implied as a condition of employment. If the sleep or mealtime is interrupted, the length of the interruption is counted as hours worked. The employee Hurst get at least 3-tive hours sleep within a designated sleep period. The sleep does not have to be continuous but must be of reasonable periods iu length. A minimum of ~tive and maximum of freight hou-•s sleep time, plusand meal time, may be subtracted from hours worked in any 24-hour period. This is true even if the employee chooses to use paid time off during that 24-hour tour of duty. take-~irrte-eff~#t+~g-t~tt~f-hettHeur-e#=tot+ty: Section ~. Travel Time Whether travel time is considered as hout•s worked depends on the circumstances: (a) Home To Work. An employee who travels from home before the t•egula-• workday and returns home at the end of the workday is engaged in ordinary home to work travel which is a normal incident of employment. This is h•ue whether hefshethey works at a filed location or at different job sites. Normal travel fro-u home to work is not work time. (b) Home To Work On Sa~ecial One Day Assignments In Another Cih~. When an employee who regularly works at a fixed location in one city is given a special one-clay assignment in another city, such travel cannot be regarded as home-to-work travel. It is performed for the County's benefit and the County's request to meet the needs of a particular assignment. All the time involved, however, does not have to be counted as work tithe. Since, except for the special assignment, the employee would have to have had to report to hisE or her regular job, the usual time required to travel to and from work may be deducted as well as the usual meal time, when computing the number of hours worked in that work day. Further, when the employee's special one-clay assignment extends above and beyond the normal working hours, those hours are counted as hours worked. This is true whether titc employee drives It#trrself/1tet~elf or is a passenger in the travel. (c) Travel That Is All In The Day's Work. Time spent by an employee in travel as part of hiss or her principal activity, such as travel from job site to job site during the workday, must be counted as hours worked. When an employee is required to report at the etHple3`er'sCounty's premises, or at a meeting place, to receive instructions or to perform other work there, the U•avel time from this designated place to the work place is G7 Attachment number 4 Page 195 of 362 F-5