AG 2009 09 21 - Laserfiche WebLink

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in a capacity different from his or her regular employment. When such an agreement is solely at the employee's option, the hours worked shall be excluded by the public agency when determining the hours for which the employee is entitled to overtime compensation or compensatory time off. Substitutions Individuals working in local government agencies may, at their own option but with the approval of the department head or designee, substitute during scheduled hours for another employee working in the same activities without the hours being counted when computing overtime hours worked. The employer is not required to maintain records of the substitute hours worked. Child Labor A 16 year minimum age applies to employment in any nonagricultural occupation not declared hazardous. Hazardous occupations are subject to an 18 year minimum age except where exemptions are allowed for apprentices and student learners. Minors of 14 and 15 years of age may be employed in a variety of non manufacturing and non hazardous occupations. They may not work during school hours, before 7:00 AM or after 7:00 PM (9:00 PM from June 1 through Labor Day), more than eighteen hours during school weeks (40 hours in non school weeks), or more than three hours on school days (eight hours on non-school days). Note: It is the policy of Cabarrus County to only hire individuals 16 years of age and older. Section 9. Records Certain records must be kept in accordance with the FLSA requirements. There is no particular form of records required. Records for nonexempt employees may differ from records for exempt employees. A Cabarrus County time sheet or an approved operational version of one is to be kept for all employees. Non Exempt Employees The following information will be kept and preserved with respect to each nonexempt employee: (a) Name in full, (b) Home address, including zip code, (c) Date of birth, if under 19, (d) Sex and occupation, (e) Time of day and day of week on which the employee's workweek begins, (f) Regular hourly rate of pay for any workweek when overtime is due, the basis on which wages are paid such as $4/hour or $100/week, and the amount and nature of each payment which is excluded from the regular rate, (g) Hours worked each day and total hours worked each workweek, (h) Total daily or weekly straight time earnings, (i) Total overtime compensation due for each workweek, (j) Total additions to or deductions from each pay period; the nature of such additions or deductions must also be maintained in individual employee accounts, (k) Total wages paid each pay period, (1) Date of payment and the pay period covered, (m) Retroactive payment of wages. The employer will record and keep the amount of each payment, the pay period covered, and the date of payment, and (n) Records for fixed schedule employees may show the schedule of daily and weekly hours the employee normally works (rather than hours worked each day and week). When the employee adheres to the schedule, some indication such as a check mark may be used to show such schedule was kept. When the 62 F-5 Attachment number 6 Page 281 of 362