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(1) On-Call Status Pay. Each employee shall be compensated for on-call status as follows: $50.00 per day for any day in which the district’s administrative office is open for business for any portion of the day (typically normal weekdays); and $85.00 per day on any day in which the district’s administrative office is not open for business for any portion of the day (typically weekends, holidays, and special office closures). This pay is referred to as “on-call status pay” and is included as part of a nonexempt employee’s regular rate of pay for purposes of calculating any overtime worked by the employee.

(2) Minimum Call-Back Pay. Nonexempt employees who are called back to work following the end of their regular shift shall be paid a minimum of two hours of overtime for such call outs. If an additional call out occurs within a two-hour period, no additional minimum is warranted. Should a call-out event exceed two hours, then an employee’s overtime status is determined as outlined in subsection (4) of this section, Regular Overtime.

(3) Weekly Call-Back Pay Included in Weekly Hourly Rate. For the purposes of calculating an FLSA nonexempt employee’s standard overtime and nonbusiness overtime rate when an employee is on on-call status, the employee’s call-back pay earned during the week shall be included in the calculation for their standard and nonbusiness day overtime rate.

If the employee is able to resolve the call-back by use of electronic communications, including telephone and/or SCADA communication via laptop or other computer telemetry without travel to the district’s facility or emergency worksite, the employee shall be compensated only for time actually worked, at the employee’s overtime rate, which shall be calculated based on 15-minute increments.

If an additional call-out occurs within that first two-hour period, no additional minimum is warranted.

(4) Regular Overtime. The district shall pay overtime for all work that is actually performed by an employee which exceeds eight hours in a day or 40 hours in a work week. All overtime must be assigned, requested, and/or approved in advance by the general manager or designee. The district’s “work week” commences on Sunday at 12:00 a.m. and runs through 11:59 p.m. on the following Saturday, unless otherwise established by the general manager or designee with approval of the board of commissioners. The district shall include paid time off, as outlined in Chapter 3.15 SLWSDC or its successor, in its calculation of overtime.

(5) Overtime Rates. The standard overtime rate for a nonexempt employee shall be one and one-half times the regular rate of pay for that employee. The standard overtime rate shall be paid for overtime work (as defined above) performed on any day in which the district’s administrative office is open for business for any portion of the day (a “business day”). The nonbusiness day overtime rate for a nonexempt employee shall be two times the regular rate of pay for that employee. The nonbusiness day overtime rate shall be paid for overtime work performed on any day in which the district’s administrative office is not open for business for any portion of the day, regardless of whether the work performed by the employee qualifies as overtime work.

(6) Hourly Overtime Pay Rate. For the purposes of calculating a FLSA nonexempt employee’s standard and nonbusiness day overtime rate, it shall be the employee’s regular monthly salary divided by 168 hours.

(7) Normal Commute Area. The normal commute area for the district shall be a radius of 15 miles or abutting Puget Sound. The district shall follow the FLSA for determining if and for how long an employee is on paid status when traveling. [Res. 785 § 1 (Exh. 1), 2019. Formerly 3.10.030.]