Each non-exempt employee compensated on an hour-by-hour basis, whether full-or part-time, permanent or temporary, will be paid no less than the prevailing minimum wage. Whenever a non-exempt employee must work more than forty hours in a given work week, the employee is compensated at one and one-half times their regular hourly wage rate. This compensation is in the form of overtime pay or compensatory time. Overtime will not be permitted without prior authorization of the superintendent.
Each non-exempt employee paid on an hour-by-hour basis must complete, sign, and turn in a daily time record showing the actual number of hours worked. Failure of the employee to maintain, or falsification of, a daily time record will be grounds for disciplinary action.
It is the responsibility of the board secretary to maintain wage records.
Legal Reference: Garcia v. San Antonio Metropolitan Transit Authority, 469 U.S. 528 (1985).
29 U.S.C. §§ 2601 et seq.
29 C.F.R. Pt. 511
U.S.C. - United States Code Description
29 U.S.C. §§ 2601 Labor - FMLA
C.F.R. - Code of Federal Regulations Description
29 C.F.R. Pt. 511 Labor - Wage Order Procedure - American Samoa
29 U.S.C. §§ 206 Labor - Minimum Wage
U.S. Supreme Court Description
469 U.S. 528 Garcia v. San Antonio Metropolitan Transit Authority (1985)
Case Law Description
Garcia v. San Antonio MTA 469 U.S. 528 (1985)
Cross References: 411.03 Classified Employee Contracts
412.01 Classified Employee Compensation
Approved: 3/21/2016, 8/16/2021, 7/21/2025
Reviewed: 7/1/2025
Revised: 7/1/2025
