The Fair Labor Standards Act (FLSA) requires an employer to pay non-exempt (hourly paid) workers at least one and one-half times their regular rates of pay for all hours worked in excess of 40 in one week (defined as Sunday to Saturday). California and other state law requires overtime pay for all hours worked in excess of 8 hours in one day. Other requirements of state and local overtime payment are applied to employees who are subject to the applicable law in each jurisdiction where they work. All hours actually worked count towards overtime pay. All other paid time taken such as vacation, sick and safe, holiday, etc. does not count towards overtime pay.
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- Full day absences for personal reasons, including vacation.
- Full day absences for sickness or disability, since we have a sick and safe leave policy and short-term disability insurance plan.
- Full day disciplinary suspensions for infractions of safety rules of major significance (including those that could cause serious harm to others).
- Family and Medical Leave absences (either full or partial day absences).
- To offset amounts received as payment for military pay. (See military leave policy for full details.)
- Unpaid disciplinary suspensions of one or more full days for significant infractions of major workplace conduct rules set forth in written policies.
- The first or last week of employment in the event you work less than a full week.
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