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| DATE: | 10/22/02 |
| AUTHOR: | BRENT SMITH |
| SUBJECT: | DAYLIGHT SAVINGS TIME ENDED - OCTOBER 2002 |
| MESSAGE TEXT: |
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The following information is designed to assist timekeepers with entering time for employees whose shift includes 2:00a.m. on Sunday, 10/27/2002 (the ending of daylight saving time). The information is set up in Question (Q) and Answer (A) format. Q. Is there a Bulletin that addresses Daylight Savings Time? A. Yes, Bulletin No. 96-01; however it addresses the institution of Daylight Savings Time which occurs in April; it does not cover the ending of Daylight Savings Time. Q. Should we use the DST (Daylight Savings Time) earnings code to report hours worked on Sunday 10/27/2002? A. No, this code is used in April when Daylight Savings Time is instituted. Q. When does the time actually change? A. Clocks are set back one hour at 2:00a.m. Sunday, 10/27/2002. Q. Will the hours worked result in Overtime (OTP) or Compensatory Time Earned (CME)? How should the time worked be reported? The example below assumes an employee's workday includes 2:00a.m. Sunday. A1. If an employee is on a 12:01a.m.-12:00a.m. workweek, this change will not affect them until the end of the week beginning 10/27/2002. These hours are recorded at the 1.0 rate of pay (for example REG 9 hours if the employee worked 9 hours during the specified shift on Sunday). The employee could adjust his/her work schedule for the rest of the workweek or potentially receive overtime (OTP)/compensatory time earned (CME) at the end of the 10/27/2002-11/02/2002 workweek. Remember that overtime is not reported until an employee has met his or her FLSA threshold (usually 40 hours). A2. If the employee is on a 7:01a.m.-7:00a.m workweek, this change will affect the employee's workweek that started 10/20/2002. If the employee does not adjust his/her work schedule prior to 7:00a.m. Sunday, 10/27/2002, then the employee could potentially receive OTP/CME for the 10/20/2002 workweek (prior to the beginning of the new workweek). Remember that overtime is not reported until an employee has met his or her FLSA threshold (usually 40 hours). |
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