Silkin Management Group clients are primarily privately owned health care practices in the optometric, veterinary and dental fields. Very few clients new to Silkin Management Group have comprehensive office policies. Due to the importance of policy to a smooth running office, our consultants work closely with new clients to implement proper policies in their offices.
Over the last several weeks, on our various Silkin Management Group blog sites, we’ve gone over a variety of sample policies that can be used in a health care office. These policies are taken from Silkin Management Group’s 400 plus page Office Policy and Job Description Manual. Today we’ll present a sample policy concerning overtime pay.
OVERTIME PAY – Sample Policy
Overtime pay is paid according to the Federal Fair Labor Standards Act as well as state wage and hours laws.
- Exempt Employees: Employees legally exempt from the minimum wage and overtime provision of the Fair Labor and Standards Act and/or state minimum wage and overtime laws do not receive overtime pay.
- Non-Exempt Employees: Employees not exempt from minimum wage and overtime laws will receive overtime pay.
- Overtime worked must be authorized and approved in advance by the doctor or office manager unless emergency or other unusual circumstances arise. The point being that staff are not authorized to work overtime at their own discretion or whenever they want. They must have authorization to do so.
- Time not worked but paid for, such as vacation, holidays and sick leave will not rate or count for overtime calculation purposes.
If you would like more information about Silkin Management Group or Silkin Management Group’s Office Policy and Job Description Manual visit our website at www.silkinmanagementgroup.com or call us at 800-695-0257.
Eric Korb
Silkin Management Group Consultant
