Accrual of Compensatory Time Off Sample Clauses

Accrual of Compensatory Time Off. When an employee is allowed to accumulate compensatory time off, such accrual shall be limited to a maximum of one hundred twenty (120) hours at the beginning of a biweekly pay period. If an employee has already accumulated one hundred twenty (120) hours of compensatory time off, the District Attorney has the option to allow an employee to accumulate compensatory time off in excess of one hundred twenty (120) hours to but not more than a maximum of one hundred sixty (160) hours accumulated compensatory time off. Employees, who have accumulated compensatory time off balances that exceed one hundred sixty (160) hours, shall be paid cash for overtime hours actually worked. Employee will be given the opportunity to take off accumulated compensatory time before exceeding one hundred sixty (160) hours or having their accumulation reduced. When granting compensatory time off, the appointing authority will give consideration to the desires of the employee. An employee shall have fifteen (15) working days advance notice before being required to take compensatory time off. This fifteen (15) day notice shall not apply to departments headed by elected appointing authorities unless approved by said elected appointing authorities. Employees who are laid off shall receive compensation for unused compensatory time earned after April 15, 1986 for time actually worked. (See Article 10, Section 5 (I) - "Cash in Lieu of Compensatory Time Off"). Such compensation shall not exceed one hundred sixty (160) hours.
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Accrual of Compensatory Time Off. When an employee is allowed to accumulate FLSA and non-FLSA compensatory time off, such accruals shall be limited to a maximum of one hundred twenty (120) hours of FLSA compensatory time and forty (40) hours of non-FLSA compensatory time at the beginning of a biweekly pay period. Balances which exceed forty (40) hours for non-FLSA compensatory time will automatically be reduced to forty (40) hours. Employees who have accumulated FLSA compensatory time off that reach one hundred twenty (120) hours, shall be paid cash for overtime hours actually worked over the maximum FLSA compensatory time balance of one hundred twenty (120) hours. Employees will be given the opportunity to take off accumulated compensatory time before exceeding forty (40) hours or having their accumulation reduced. When granting compensatory time off, the appointing authority will give consideration to the desires of the employee. An employee shall have fifteen (15) working days advance notice before being required to take FLSA or non-FLSA compensatory time off. This 15-day notice shall not apply to departments headed by elected appointing authorities unless approved by said elected appointing authorities. FLSA-covered employees who terminate shall receive compensation for unused compensatory time earned after April 15, 1986, for time actually worked not exceeding one hundred twenty (120) FLSA hours. The appointing authority, subject to the approval of the Director, may approve payment of cash in lieu of compensatory time off at straight-time for all or any portion of an employee’s accumulated compensatory time off for any employee who is laid off when such payment is in the best interests of the public service.
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Accrual of Compensatory Time Off. When an employee is allowed to accumulate compensatory time off, such accrual shall be limited to a maximum of two hundred (200) hours at the beginning of any payroll period. Balances which exceed two hundred (200) hours will automatically be reduced to two hundred (200) hours.
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Accrual of Compensatory Time Off. 1. An employee has the option to accumulate a maximum of eighty-five (85) hours of compensatory time off. The employee shall not be required to take off or be paid for such protected hours. 2. If an employee has already accumulated eighty-five (85) hours of compensatory time off, the Sheriff has the option, after consideration of the employee's request, to grant compensatory time off or pay cash for overtime hours actually worked up to but not more than a maximum of one hundred twenty (120) hours of accumulated compensatory time off. If the Sheriff allows an employee to accumulate compensatory time off in excess of eighty-five (85) hours, the Sheriff has the option, at some later date, to order such accumulated hours to be taken off or paid. 3. Employees, who have accumulated compensatory time off balances that exceed one hundred twenty (120) hours, shall be paid cash for overtime hours actually worked. 4. Any compensatory time received for time not actually worked shall be accounted for separately from compensatory time received for time actually worked. 5. Whenever an employee requests any compensatory time off, the time off will be charged first to the bank of time accumulated for time not actually worked. 6. In case of death of any employee, the County will pay out the cash value of all accrued compensatory time to the employee's estate, whether the compensatory time was received for time actually worked or for time not actually worked.
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Related to Accrual of Compensatory Time Off

  • Compensatory Time Off Utilization of compensatory time off shall be by mutual agreement between the department head and the employee. The smallest increment of compensatory time which may be taken off is six (6) minutes.

  • Use of Compensatory Time An employee must have the appropriate supervisor's prior approval to use accumulated compensatory time.

  • Maximum Compensatory Time Employees may accumulate no more than one hundred and sixty (160) hours of compensatory time.

  • Overtime and Compensatory Time Overtime work shall be compensated as follows: A. Hours in an active pay status in excess of forty (40) hours in any calendar week shall be compensated at the rate of one and one-half (1 1/2) times the total rate of pay, as defined by Section 43.01, for each hour of such time. Total rate of pay includes the base rate plus longevity, all applicable supplements, and shift differential where applicable. B. An employee may elect to take compensatory time off in lieu of cash overtime payment for hours in an active pay status more than forty (40) hours in any calendar week. Such compensatory time shall be granted on a time and one-half (1 1/2) basis. C. The maximum accrual of compensatory time shall be two hundred forty (240) hours and compensatory time must be taken within one (1) year of its being earned. D. When the maximum hours of compensatory time accrual is rendered, payment for overtime work shall be made in cash. Compensatory time not taken within one (1) year shall be paid in cash to a maximum of eighty (80) hours in any pay period. E. Compensatory time is not available for use until it appears on the employee’s earnings statement and on the date the funds are made available. F. Upon termination of employment, an employee shall be paid for unused compensatory time at a rate which is the higher of: 1. The final total rate received by the employee, or 2. The average total rate received by the employee during the last three (3) years of employment. For the purposes of this Article, active pay status is defined as the conditions under which an employee is eligible to receive pay, and includes, but is not limited to, vacation leave and personal leave. Sick leave and any leave used in lieu of sick leave shall not be considered as active pay status for purposes of this Article. Compensatory time requests must be submitted in writing twenty-four (24) hours in advance of the anticipated time off, unless the need for time off is of an emergency nature.

  • Overtime/Compensatory Time A. Employees working assigned, pre-approved time in excess of forty (40) hours per week shall be given either overtime pay or compensatory time at the rate of one and one-half times the employee’s regular rate of pay. The name of the supervisor authorized to approve overtime assignments shall be posted in each building. The employee may elect to take either overtime pay or compensatory time off. Holidays, sick leave, personal days, or vacation days shall be included as regular time for purposes of computing overtime. In the event overtime is required, the Assistant Superintendent or his/her designee shall solicit volunteers to fill the overtime positions. In the event no volunteers are available or the volunteers available are unqualified in the opinion of the Assistant Superintendent or designee, overtime may be assigned. Overtime assignments will be made on a rotational basis at each work site to employees who normally do the work assigned. Reasonable advance notice will be given to employees assigned overtime. An employee shall not be called in for snow removal duty sooner than 8 hours following the conclusion of his/her regular shift or any other work performed for the District. B. Only forty-five (45) hours of compensatory time can be earned in a contract year. Use of compensatory time must be approved by the employee’s immediate supervisor. Compensatory time earned must be used during the contract year in which it is earned or cashed in for pay at the rate in effect for the employee at the time the employee receives such payment. Employees who have accumulated more than forty (40) hours of compensatory time at the time of execution of this Agreement shall retain all such accumulated time, provided, however, that such employees shall not be allowed to use more than forty (40) hours in any contract year. All compensatory time must be submitted on a timesheet. C. All overtime worked must be submitted on a timesheet to the building principal in accordance with business office procedures for processing payroll. Requests for use of compensatory time off shall be submitted in writing to the building principal in accordance with business office procedures for processing payroll. X. Xx employee called in to work on his/her day off will be paid for a minimum of two (2) hours at the appropriate rate. E. The decision to assign overtime will not be based upon an employee’s preference for either compensatory time or overtime pay. F. In the event an employee’s regular permanent assignment requires the performance of duties in more than one job classification, the overtime rate to be used to calculate compensation for the employee for the overtime work shall be the rate of the classification which caused the employee to work such overtime hours.

  • Accrual of Sick Leave a. A full-time employee shall accrue four (4) hours of sick leave for each biweekly pay period, or the number of hours that are directly proportionate to the number of days worked during less than a full-pay period, without limitation as to the total number of hours that may be accrued. b. A part-time employee shall accrue sick leave at a rate directly proportionate to the percent of time employed. c. An employee appointed under Other Personal Services (OPS) shall not accrue sick leave.

  • Compensatory Time Use An employee must use compensatory time prior to using vacation leave, unless this would result in the loss of their vacation leave or the employee is using vacation leave for domestic violence leave. Compensatory time must be used and scheduled in the same manner as vacation leave, as in Article 11, Vacation Leave. Employees may use compensatory time for leave as required by the Domestic Violence Leave Act, RCW 49.76. The Employer may schedule an employee to use their compensatory time with seven (7) calendar days’ notice.

  • Accrual of Annual Leave (a) An employee shall accrue an amount of paid annual leave, for each completed 4 week period of continuous service with the employer, of 1/13 of the number of ordinary hours worked by the employee for the employer during that 4 week period. (b) Annual leave shall accrue on a pro-rata basis and be credited to the employee monthly.

  • Compensatory Time for Overtime Eligible Employees ‌ A. Compensatory Time Eligibility

  • Compensatory Time A Bargaining Unit member may choose to take compensatory time in lieu of overtime compensation if such choice is indicated during the tour of duty in which the overtime is worked. Compensatory time shall be credited to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½) hours for each overtime hour worked. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation to a maximum number of two hundred forty (240) hours. Once a Bargaining Unit member has reached the maximum hours of compensatory time as compensation for overtime hours worked, all additional overtime will be paid. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance of compensatory time carried over into the following year shall count towards the two hundred forty (240) hour cap in that year. Compensatory time off must be taken at a time agreeable to the Department and the Bargaining Unit member. Approval for compensatory time off shall not be unreasonably withheld. Compensatory time off should be requested as far in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request compensatory time off at least 45 calendar days in advance, the employer will, within five (5) working days of the request being made, notify the member whether or not his/her request has been approved. Approval for compensatory time shall not be unreasonably withheld. As soon as the employer notifies the member that his/her request has been approved, and if the employer determines that the shift will be filled, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate to cover the shift will occur no less than seven (7) calendar days in advance of the beginning of the shift that needs to be covered. The employee being mandated will have the lowest number of overtime hours worked and will be notified by a supervisor. In the event the employee being mandated is on an approved leave and cannot be provided seven

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