Vacation=time worked for OT

BLC

Our current policy for the payment of overtime to nonexempt employees states that holidays, vacation, jury duty, military leave count as time worked for the payment of overtime. We realize this is over and above the "40 actual hrs worked requirement" under FSLA and intend to continue this practice with one exception - deleting vacation from that group. In our opinion, the other reasons for absence are not voluntary, thereby the justification. Vacation, however,is. I realize we can do what we want on this, but I'm wondering how others handle it.

bsa

None of the above count toward overtime in my company. Only actual hours worked over 40 are entitled to overtime. We have some grumblings, but all-in-all everyone understands the rule.

Joli

We only pay overtime for actual hours worked. Vacation, sick, holiday, jury duty, & personal leave are not considered actual hours worked & therefore we don't pay overtime.

tom

Throughout all of our mfg. companies we do count all paid time, including vacation, for the purposes of calculating overtime. Is this that rare of a policy or are other companies operating this way also?
Thanks