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The reporting time pay provisions do not apply to employees on paid standby status or when an employee has a regularly scheduled shift of less than two hours, such as a relief cashier who works only during a one-hour period in the middle of the day.

3 hours regular rate. This pay represents the reporting time penalty for the first time you reported to work but were provided with less than half your regularly scheduled shift. No reporting time pay is due for the second time you reported to work because you were furnished with more than two hours of work.

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In addition to the one-hour of reporting time pay, you are also entitled to one hour of overtime pay. The time spent at the required training is compensable as hours worked as you were subject to the control of your employer. Since you had already worked eight hours in the workday prior to attending the training, the one-hour spent at the training is the ninth hour worked in the workday and subject to the overtime premium. The following summarizes your total pay due for the day:

Two hours, 44 minutes and one-and-a-half revolutions after launch, the S-IVB stage reignited for a second burn of five minutes, 48 seconds, placing Apollo 11 into a translunar orbit. The command and service module, or CSM, Columbia separated from the stage, which included the spacecraft-lunar module adapter, or SLA, containing the lunar module, or LM, Eagle. After transposition and jettisoning of the SLA panels on the S-IVB stage, the CSM docked with the LM. The S-IVB stage separated and injected into heliocentric orbit four hours, 40 minutes into the flight.

On July 19, after Apollo 11 had flown behind the moon out of contact with Earth, came the first lunar orbit insertion maneuver. At about 75 hours, 50 minutes into the flight, a retrograde firing of the SPS for 357.5 seconds placed the spacecraft into an initial, elliptical-lunar orbit of 69 by 190 miles. Later, a second burn of the SPS for 17 seconds placed the docked vehicles into a lunar orbit of 62 by 70.5 miles, which was calculated to change the orbit of the CSM piloted by Collins. The change happened because of lunar-gravity perturbations to the nominal 69 miles required for subsequent LM rendezvous and docking after completion of the lunar landing. Before this second SPS firing, another TV transmission was made, this time from the surface of the moon.

The descent engine continued to provide braking thrust until about 102 hours, 45 minutes into the mission. Partially piloted manually by Armstrong, the Eagle landed in the Sea of Tranquility in Site 2 at 0 degrees, 41 minutes, 15 seconds north latitude and 23 degrees, 26 minutes east longitude. This was about four miles downrange from the predicted touchdown point and occurred almost one-and-a-half minutes earlier than scheduled. It included a powered descent that ran a mere nominal 40 seconds longer than preflight planning due to translation maneuvers to avoid a crater during the final phase of landing. Attached to the descent stage was a commemorative plaque signed by President Richard M. Nixon and the three astronauts.

The flight plan called for the first EVA to begin after a four-hour rest period, but it was advanced to begin as soon as possible. Nonetheless, it was almost four hours later that Armstrong emerged from the Eagle and deployed the TV camera for the transmission of the event to Earth. At about 109 hours, 42 minutes after launch, Armstrong stepped onto the moon. About 20 minutes later, Aldrin followed him. The camera was then positioned on a tripod about 30 feet from the LM. Half an hour later, President Nixon spoke by telephone link with the astronauts.

During the EVA, in which they both ranged up to 300 feet from the Eagle, Aldrin deployed the Early Apollo Scientific Experiments Package, or EASEP, experiments, and Armstrong and Aldrin gathered and verbally reported on the lunar surface samples. After Aldrin had spent one hour, 33 minutes on the surface, he re-entered the LM, followed 41 minutes later by Armstrong. The entire EVA phase lasted more than two-and-a-half hours, ending at 111 hours, 39 minutes into the mission.

Trans-Earth injection of the CSM began July 21 as the SPS fired for two-and-a-half minutes when Columbia was behind the moon in its 59th hour of lunar orbit. Following this, the astronauts slept for about 10 hours. An 11.2 second firing of the SPS accomplished the only midcourse correction required on the return flight. The correction was made July 22 at about 150 hours, 30 minutes into the mission. Two more television transmissions were made during the trans-Earth coast.

By the end of the 19th century, St. John's time was used for official purposes across the island. And if you think a half-hour time zone is eccentric, St. John's time in 1899 was three hours, 30 minutes and 49.5 seconds behind GMT.

It wasn't until 1935 that Newfoundland's Commission of Government passed the Standard Time Act, setting standard time across the dominion to 3.5 hours behind GMT, as close as possible to St. John's solar time. In the 1930s, dozens of countries were still operating on variations of local solar time. It took the better part of a century for most of the world to come on board with co-ordinated hour-long time zones based on GMT.

Uruguay and Suriname, for example, once shared Newfoundland's time zone. Then Uruguay dropped a half-hour back in 1942, and Suriname jumped a half-hour ahead in 1984. Today, Newfoundland time is one of just 11 zones left in the world that are offset from co-ordinated universal time (the successor to GMT) by less than a full hour.

Don't expect a change any time soon, though. Public outcry quashed two attempts to move the province to Atlantic time in 1951 and 1963, and we've grown accustomed to our nightly call-out on national television.

An hour is most commonly defined as a period of time equal to 60 minutes, where a minute is equal to 60 seconds, and a second has a rigorous scientific definition. There are also 24 hours in a day. Most people read time using either a 12-hour clock or a 24-hour clock.

A 24-hour clock typically uses the numbers 0-23, where 00:00 indicates midnight, and a day runs from midnight to midnight over the course of 24 hours. This time format is an international standard, and is often used to avoid the ambiguity resulting from the use of a 12-hour clock. The hours from 0-11 denote what would be the AM hours on a 12-hour clock, while hours 12-23 denote the PM hours of a 12-hour clock. In certain countries, 24-hour time is referred to as military time, since this is the time format used by militaries (and other entities) around the world, where unambiguous time measurement is particularly important.

Extra pay for working weekends or nights is a matter of agreement between the employer and the employee (or the employee's representative). The FLSA does not require extra pay for weekend or night work. However, the FLSA does require that covered, nonexempt workers be paid not less than time and one-half the employee's regular rate for time worked over 40 hours in a workweek.

The FLSA requires payment of at least the minimum wage for all hours worked in a workweek and time and one-half an employee's regular rate for time worked over 40 hours in a workweek. There is no requirement in the FLSA for severance pay. Severance pay is a matter of agreement between an employer and an employee (or the employee's representative).

For covered, nonexempt employees, the FLSA requires overtime pay at a rate of not less than one and one-half times an employee's regular rate of pay after 40 hours of work in a workweek. Some exceptions to the 40 hours per week standard apply under special circumstances to police officers and fire fighters employed by public agencies and to employees of hospitals and nursing homes.

The FLSA has no provisions regarding the scheduling of employees, with the exception of certain child labor provisions. Therefore, an employer may change an employee's work hours without giving prior notice or obtaining the employee's consent (unless otherwise subject to a prior agreement between the employer and employee or the employee's representative).

There are no wage and hour laws that limit the amount of hours that a person 18 years of age or older can work either by the day, week, or number of days in a row, or that require breaks for employees 16 years of age or older. An employer is free to adjust the hours of its employees regardless of what the employees are scheduled to work. For example: To avoid having to pay time and one-half overtime pay for hours worked in excess of 40 in a workweek that is Sunday through Saturday, an employer could adjust the hours of an employee who has already worked 34 hours by the end of a Thursday by requiring that the employee work only six hours on Friday and not work on Saturday at all regardless if the schedule had called for this employee to work eight hours on Friday and Saturday. Also, this may be done regardless if the employee agreed to this or not. An employer can make the scheduling or rescheduling of its employees hours worked as a condition of employment.

Being paid a salary does not exempt an employee from the minimum wage and/or overtime pay requirements. If an employee is paid a salary and is not paid time and one-half overtime pay for hours worked in excess of 40 in a workweek, then a determination must be made as to if the employee is a salaried-exempt employee or not. The main categories to be a salaried-exempt employee are for executive (supervisory) employees, administrative employees, and professional employees who meet certain requirements. One of the general requirements is that the salaried-exempt employee must be paid a guaranteed salary of at least $684 a workweek (no salary test for outside sales), which would also be the promised rate of pay for the employee. It then does not matter how many hours the salaried-exempt employee works in a workweek as the guaranteed salary is pay for all hours worked in a workweek regardless of the number of hours worked. For more details on the requirements for an employee to be a salaried-exempt employee, please review the Code of Federal Regulations (CFR) 541, which the N.C. Department of Labor has adopted. 17dc91bb1f