FAQ
Find the complete list of Human Resources Frequently Asked Questions.
Who do I send my employment verification form to?
How do I file a grievance/complaint?
How do I request a copy of my personnel file?
Who do I contact to get the parish/religious compensation guidelines?
How do I obtain a copy of my job description?
What is non-exempt vs exempt?
Exempt
Federal and state laws define an “exempt” employee as a worker who is paid a fixed salary, which is not based on the number of hours worked, and who holds a managerial, administrative, or professional position. (For example, a parish business manager, a principal, a director of religious education). Exempt employees are not entitled to receive overtime pay if they work more than 8 hours a day or 40 hours a week. Their exempt status is based on their duties and responsibilities and their compensation in accordance with federal and state laws.
An exempt employee is paid a fixed salary for any week in which the employee performs work, regardless of the number of hours or days worked, unless the employee misses a whole day of work during a workweek for personal reasons not associated with sickness or accident and performs no work for the entire day. The nature of the job will sometimes require more than 40 hours of work a week. All exempt employees, except for teachers, must meet all of the following requirements:
Non- exempt
Non-exempt employees include clerical, secretarial, maintenance, janitorial, and other workers. Non-exempt work is typically work that is standardized or involves routine mental, manual, or physical processes. In addition, non-teaching employees whose job duties could classify them as exempt, but whose monthly pay is less than twice the California monthly minimum wage, are also classified as non-exempt. Non-exempt employees must be paid at least the state or local minimum wage and are entitled to overtime pay, when applicable.
https://handbook.la-archdiocese.org/chapter-5/section-5-6/topic-5-6-1
How many breaks am I entitled to?
Non-exempt employees who work more than five hours in a day are required by law to be provided with an uninterrupted minimum meal break of 30 minutes before the start of the fifth hour of work (that is, no later than 4 hours and 59 minutes after the employee “clocks in” for the day). If they work more than 10 hours in a day they must be provided a second meal break of 30 minutes before the end of their tenth hour of work. An employee can waive the second meal period only if all of the following conditions are met:
Employees should not be permitted or asked to work during the meal break. The meal break does not have to paid, but the time taken off for the meal break must be recorded accurately, to the minute, on the employee’s time card.
Non-exempt employees who work up to six hours in a day may agree to waive their meal break. This agreement must be mutual, voluntary, and can be withdrawn by the employee at any time. “Best practice” is to document the meal break waiver in writing, signed by the employee. See the Meal Break Waiver Request: Employee Shift 6 Hours or Less.
California law requires rest breaks for non-exempt employees whose total daily work time is three-and-a-half hours or more. The mandatory rest period should be in the middle of the work period and must be at the rate of at least 10 consecutive minutes for every four hours (or major fraction of four hours) worked. Generally, any time worked over two hours is considered a major fraction. The rest break is paid, but does not have to be recorded on the employee’s timecard.
Meal Waiver
https://handbook.la-archdiocese.org/Handbook%20Resources/meal_break_waiver_request.pdf