Library: Policy

OKDHS:2-1-27. Procedures for overtime work by Fair Labor Standards Act (FLSA) non-exempt employees

Revised 5-11-08

(a) Approval of overtime work.  Immediate supervisors are authorized to approve work outside an employee's regularly scheduled work hours which is emergency in nature or is required for the continuation of essential Oklahoma Department of Human Services (OKDHS) or client services.

(b) Use of reasonable judgment.  Supervisors and employees are expected to exercise reasonable judgment in determining whether or not work activities must be performed outside regular work hours or may be delayed until the next business day.

• (1) Consideration is given to the potential consequences to the client and OKDHS of delaying the work and the immediate nature of the problem.
• (2) When it is possible to delay the work until the next business day with no adverse results, the employee requests the client or other individual contact the employee the next business day.
• (3) Supervisors regularly review employee decisions concerning emergency client services and provide training and instruction as required.
  • (A) When work performed is of an emergency nature, supervisors prepare accurate records of actual time worked and document the nature of the work activities, including appropriate case references.  Employees notify their supervisors of any time worked and the purpose of the work as soon as practical but no later than the next business day.
  • (B) Work outside the normally scheduled working hours for any reasons other than those cited above must be approved by the supervisor or local administrator prior to the performance of such work.

(c) Assignment of overtime work.  The primary consideration in the assignment of overtime work is the need of OKDHS.

• (1) When overtime work may be performed by another employee without adversely affecting client services, the supervisor may elect to seek volunteers for the performance of overtime work.
• (2) All employees are required to work overtime as needed with refusal to do so resulting in disciplinary action.  Local administrators are authorized to establish additional procedures consistent with this Section.
• (3) All procedures are in writing and made available to all affected employees prior to implementation.