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September 21, 2009 (Regular Meeting) <br />commissioner BOC <br />Chairman of the Board HOC <br />Vice Chairman of the Board HOC <br />County Manager County Manager <br />Retired Sheriff <br />Income Maintenance Caseworker I <br />work against Income Maintenance <br />Caseworker II DSS <br />Income Maintenance Caseworker I <br />work against Income Maintenance <br />Caseworker III DSS <br />Income Maintenance Caseworker II <br />work against Income Maintenance <br />Caseworker III DSS <br />Child Support Agent I work against <br />Child Support Agent II DSS <br />Social Worker Trainee work against <br />Social Worker I DSS <br />Social Worker Trainee work against <br />Social Worker II DSS <br />Social worker Trainee work against <br />Social Worker III DSS <br />Social Worker I work against Social <br />Worker II DSS <br />Social Worker I work against Social <br />Worker III DSS <br />Social Worker II work against <br />Social Worker III DSS <br />Social Worker I work against SW-IAT DSS <br />Social Worker II work against SW- <br />IAT DSS <br />Social Worker III work against SW- <br />IAT DSS <br />Social Work Supervisor I work <br />against SW Supv II DSS <br />Social Woxk Supervisor I work <br />against SW Supv III DSS <br />Social Woxk Supervisor II work <br />against SW Supv III DSS <br />Tax Administrator Tax <br />Title V Trainee Aging <br />Appendix B <br />Wage and Hour Policy <br />Section 1. Introduction <br />Page 1606 <br />The following Wage and Hour Policy has been developed to comply with the <br />provisions of the Federal Fair Labor Standards Act (FLSA). The FLSA contains <br />requirements for minimum wages, overtime pay and record keeping, in addition <br />to restrictions on child labor. The provisions of the Act apply to all <br />Cabarrus County Government employees, except those employees excluded from <br />the FLSA definition of the term "employee", and those employees who qualify <br />for exemptions based on the FLSA requirements. Even though the majority of <br />the policy has been developed to insure compliance with the FLSA, other major <br />wage and hour issues over which the Act has no jurisdiction are also <br />addressed. <br />Section 2 Exemptions <br />Any bona fide executive, administrative, professional, or elected official, <br />as these terms are defined in the regulations by the Secretary of Labor, is <br />exempt from both the minimum wage and overtime pay requirements of the FLSA <br />under section 13(a)(1). To qualify for the exemption, an employee must meet <br />all of the pertinent tests relating to duties, responsibilities and salary as <br />provided in Title 29 Code of Federal Regulation (CFR) Part 591.1 - 541.3. The <br />following is a brief summary of the exemption requirements. <br />Executive <br />An employee is exempt as an executive employee, if all of the following tests <br />are met: <br />(a)They are compensated on a salary basis at a rate of not less than $455 <br />per week, exclusive of board, lodging, or other facilities; <br />(b)Whose primary duty is management of the enterprise in which the <br />