Exempt Classifications Clause Samples

The Exempt Classifications clause defines specific categories of employees or roles that are not subject to certain legal or contractual requirements, such as overtime pay or particular labor protections. Typically, this clause lists positions like managers, professionals, or administrative staff who meet criteria set by law or policy, thereby excluding them from rules that apply to non-exempt employees. Its core function is to clarify which individuals are not covered by certain obligations, reducing ambiguity and ensuring compliance with relevant regulations.
Exempt Classifications. The classifications of, Coordinator Quality Assurance, and In-Service Instructor are exempt classifications, and, as such, employees in these classifications will be eligible to receive benefits available to other exempt employees of the Hospital, and they will not be eligible for overtime.
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Exempt Classifications. In July 1986 Schedule “D” of Section 4.61 of the Los Angeles Administrative Code was repealed as a result of amendments to the Fair Labor Standards Act. Schedule “D” permitted periodic wage rate changes for certain exempt classes to reflect wage movements in private sector labor agreements. Wage rates for the following exempt classes will not be included in Schedule “A” and will be tied to salaries for regular Building Trades employees. The classes contained in this Appendix are listed here for salary purposes only and are not represented by the Los Angeles/Orange Counties Building and Construction Trades Council. Operative, September 1, 2005, the following salaries shall be effective: 0851 Electrical Craft Helper – Exempt $ 21.86 0917 Electrician – Exempt $ 31.18 0965 Plumber – Exempt $ 32.50
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Exempt Classifications. A lunch break of at least 30 minutes will be provided as near the middle of each work shift as is practicable.
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Exempt Classifications. All positions and classifications not specifically established herein as being included in the bargaining unit shall be excluded from the bargaining unit, including all management­level employees, professional employees, confidential employees, and supervisors as defined in the Act, including: Account Clerk 2,; Administrative Assistant to the Director (one [1] employee ­ confidential); Attorney Supervisor; County Job and Family Services Administrator; Attorney; Management Information Systems Specialist 2; Management Information Systems Supervisor; Eligibility/Referral Supervisory 1; Fiscal Supervisor; Fiscal Specialist; Clerical Supervisor; Social Services Supervisor 1; Social Services Supervisor 2; Social Services Worker 4; and Training Officer.
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Exempt Classifications. In July 1986 Schedule “D” of Section 4.61 of the Los Angeles Administrative Code was repealed as a result of amendments to the Fair Labor Standards Act. Schedule “D” permitted periodic wage rate changes for certain exempt classes to reflect wage movements in private sector labor agreements. Wage rates for the following exempt classes will not be included in Schedule “A” and will be tied to salaries for regular Building Trades employees. The classes contained in this Appendix are listed here for salary purposes only and are not represented by the Los Angeles/Orange Counties Building and Construction Trades Council. Operative March 1, 2007, the following salaries shall be effective: 0851 Electrical Craft Helper – Exempt $ 22.80 0917 Electrician – Exempt $ 32.52 0965 Plumber – Exempt $ 33.90 The following notes (A) should apply to employees in the Department of Airports only:
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Exempt Classifications. In limited circumstances the duties and responsibilities of the classification meet the Fair Labor Standards Act (“FLSA”) definition of “exempt” for the purposes of overtime. For such classifications, the provisions of Article 4.F Overtime shall not be applicable. For such classifications, compensatory time pay (at the regular rate of pay) shall be earned for all hours worked beyond the standard work week in excess of five (5) hours per month. 4UAB RTICLE 5 – LEAVE
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Related to Exempt Classifications

  • New Classifications If a new classification is created within the bargaining unit, the Employer agrees to meet with the Union and negotiate a rate of pay for this new classification. If the parties cannot reach agreement, at the request of either party, the matter shall be submitted to the arbitration procedure in Article 26 of this Agreement.

  • JOB CLASSIFICATIONS 32.01 Employees holding positions which fall within the Bargaining Unit shall be provided with a job description upon written or email request. 32.02 New job classifications properly included in this Collective Agreement may be established by the Employer during the term of the Collective Agreement. Basic hourly rates of pay for such new job classifications shall be negotiated with the Union. If negotiations fail to produce an agreement within sixty (60) calendar days of the date of written notice from the Employer to the Union regarding the new job classification, then the basic hourly rates of pay may be settled through arbitration in accordance with clause 14.04(d).

  • New Job Classifications When a new classification (which is covered by the terms of this collective agreement) is established by the Hospital, the Hospital shall determine the rate of pay for such new classification and notify the local Union of the same. If the local Union challenges the rate, it shall have the right to request a meeting with the Hospital to endeavour to negotiate a mutually satisfactory rate. Such request will be made within ten (10) days after the receipt of notice from the Hospital of such new occupational classification and rate. Any change mutually agreed to resulting from such meeting shall be retroactive to the date that notice of the new rate was given by the Hospital. If the parties are unable to agree, the dispute concerning the new rate may be submitted to arbitration as provided in the agreement within fifteen (15) days of such meeting. The decision of the arbitrator (or board of arbitration as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classification. When the Hospital makes a substantial change in the job content of an existing classification which in reality causes such classification to become a new classification, the Hospital agrees to meet with the Union if requested to permit the Union to make representation with respect to the appropriate rate of pay. If the matter is not resolved following the meeting with the Union, the matter may be referred to arbitration as provided in the agreement within fifteen (15) days of such meeting. The decision of the arbitrator (or board of arbitration as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classifications. The parties further agree that any change mutually agreed to or awarded as a result of arbitration shall be retroactive only to the date that the Union raised the issue with the Hospital. The parties further agree that the above process as provided herein shall constitute the process for Pay Equity Maintenance as required by the Pay Equity Act.

  • Tax Classification The Series shall elect to be treated as an association taxable as a corporation under Treasury Regulations Section 301.7701-3 with effect for each taxable period of its existence. The Series and each Member shall file all tax returns and shall otherwise take all tax and financial reporting positions in a manner consistent with such treatment. No election will be filed with the Internal Revenue Service (or the tax authorities of any State) to have the Series taxable other than as an association taxable as a corporation for income tax purposes.

  • New Classification Should a new position or new classification be created within the Bargaining Unit during the term of this Agreement, the Employer and the Union will decide the rate of pay. Nothing herein prevents the Employer from filling such positions and having Nurses working in such positions during such negotiations. The salary when determined will be retroactive to the date on which the successful candidate commenced work in that classification.