Accrual of FLSA and Non-FLSA Compensatory Time Off Sample Clauses

Accrual of FLSA and Non-FLSA 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. If possible, the appointing authority will attempt to provide more than fifteen (15) working days advance notice to an employee before the employee is required to take compensatory time off. An employee, who has reached eighty percent (80%) of the maximum accrual limit of compensatory time off, may request the appointing authority to pay off a specified amount of FLSA (“N” coded) compensatory time which was earned and credited while actually working in an overtime status. When pay off is approved by the appointing authority, it shall be paid on an hour for hour basis at the employee’s current rate. If employees have not been given the opportunity to take off accumulated compensatory time prior to the deletion of the time from their individual County Comp Time account, they may request restoration of that time by completion of the employee portion of the Compensatory Time Restoration Request Form. Employees who are laid off shall receive compensation for unused compensatory time (See: Article 10, Section 7 (I) - "Cash in Lieu of Compensatory Time Off") earned after April 15, 1986, in an FLSA-covered status. Such compensation shall not exceed one hundred twenty (120) FLSA or forty (40) non-FLSA hours. If an employee transfers for any reason other than discipline or demotes in lieu of layo...
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Accrual of FLSA and Non-FLSA Compensatory Time Off. 1. When an employee is allowed to accumulate FLSA and non-FLSA compensatory time off, such accrual 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 any 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.
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Related to Accrual of FLSA and Non-FLSA Compensatory Time Off

  • Compensatory Time Off a. An employee in the bargaining unit shall have the option to elect to take compensatory time off in lieu of cash compensation for overtime work. Compensatory time off shall be granted at the appropriate rate of overtime in accordance with Section 6 of this Article (Overtime).

  • Overtime and Compensatory Time Because of the unique nature of the duties and emergency response obligations of the Division, management reserves the right to assign employees to work overtime as needed.

  • Overtime/Compensatory Time Overtime shall be paid for all hours worked in excess of the regularly scheduled workday. Compensatory time may be earned, in lieu of overtime, for overtime hours or hours earned under 18.7 or 18.8 of this article. In no case will compensatory time be allowed, in lieu of overtime, once the employee has reached the compensatory time limit in 18.11.

  • SICK LEAVE WITH PAY LIMITATION 233. An employee who is absent because of disability leave and who is receiving disability indemnity payments may request that the amount of disability indemnity payment be supplemented with salary to be charged against the employee's sick leave with pay credits so as to equal the net amount the employee would have earned for a regular work schedule minus premium pay adjustments. If the employee wishes to exercise this option, the employee must submit a signed statement to the employee's department no later than thirty (30) days following the employee's release from disability leave.

  • HOLIDAY COMPENSATION FOR TIME WORKED 102. Employees required by their respective appointing officers to work on any of the above specified or substitute holidays, excepting Fridays observed as holidays in lieu of holidays falling on Saturday, shall be paid extra compensation of one additional day's pay at time and one-half the usual rate in the amount of 12 hours pay for eight hours worked or a proportionate amount for less than eight hours worked, provided, however, that at the employee's request and with the approval of the appointing officer, an employee may be granted compensatory time off in lieu of paid overtime pursuant to the provisions herein. 103. Executive, administrative and professional employees designated in the Annual Salary Ordinance with the "Z" symbol shall not receive extra compensation for holiday work but may be granted time off equivalent to the time worked at the rate of one-and-one-half times for work on the holiday.

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