Common use of Accrual of FLSA and Non-FLSA Compensatory Time Off Clause in Contracts

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 a biweekly pay period. Balances which exceed forty (40) hours of 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. An employee, who has reached eighty (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 payoff is approved by the appointing authority, it shall be paid on an hour for hour basis at the employee’s current rate. Employees who are laid off shall receive compensation for unused compensatory time in accordance with Article 10, Section 4.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 hours or forty

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 of 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 payoff 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 in accordance with (See: Article 10, Section 4.I 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 hours or fortyforty (40) non-FLSA hours. If an employee transfers for any reason other than discipline or demotes in lieu of layoff to a classification whose maximum allowable accumulation of compensatory time off is less than that of this Section (120 FLSA and 40 non- FLSA hours), such employee shall be given a one-year period after such transfer or demotion to reduce accumulated compensatory time off to the lower accumulation. All unused compensatory time will be paid off in the event of the death of the employee.

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 accruals 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 a of any biweekly pay period. Balances which exceed forty (40) hours of 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. 2. 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. 3. An employee shall have fifteen (15) working days advance notice before being required to take FLSA or non-FLSA 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. 4. 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 payoff is approved by the appointing authority, it shall be paid on an hour for hour basis at the employee’s current rate. 5. Employees who are laid off shall receive compensation for unused compensatory time in accordance with Article 10, Section 4.I "Cash in Lieu of Compensatory Time Off", earned after April 15, 1986, for time actually worked not exceeding one hundred twenty (120) FLSA and/or forty (40) non-FLSA hours in accordance with Article 11., Section 11., Paragraph I. of this Agreement. 6. If an FLSAemployee transfers for any reason other than discipline, or demotes in-covered statuslieu of layoff to a classification whose maximum allowable accumulation of compensatory time off is less than that of this Section, such employee shall be given a one-year period after such transfer or demotion to reduce accumulated compensatory time off to the lower maximum accumulation. Such compensation This shall not be applicable to promotions. 7. The parties recognize it is the mutual interest to address the concerns of ordered overtime on the workforce. The Department recognizes the effect ordered overtime has on the employees in the organization. The Association recognizes the Department is committed to hiring the appropriate level of staffing within the organization. In line with this commitment, the parties are willing to engage in a pilot study to examine the use of ordered overtime. 8. Notwithstanding sections C.1 through C.6 above, from August 2, 2013 through November 28, 2014, this pilot program will be initiated to examine the fiscal and operational impacts resulting from initiating Article 5, Section C, Sub-sections 8 through 10 below. The parties will convene within 30 days of the expiration of the pilot to discuss the impacts of the program and to determine if the continuation of this pilot program meets operational and fiscal needs. At that time, the parties may determine it best to extend the pilot program, or, if the parties cannot mutually agree by December 26, 2014 on its continuation after meeting to discuss the issue with the association, the pilot program and sections C.7 through C.10 will expire on December 26, 2014. 9. During the period of this pilot, employees who are ordered to work overtime shall be compensated as follows: a. Insofar as the Department has directed employees to sign up for one (1) ordered overtime shift per month, the employees may choose to receive cash or compensatory time off for the first eight (8), ten (10), or twelve (12) hours per month, based on the employees’ regularly scheduled work shift. b. Employees who are regularly assigned to work at the Juvenile Ranch Facility, may choose to receive cash or compensatory time off for either the first twelve (12) or the first fifteen (15) hours worked per month, based on the overtime shift being filled. c. Should the Department require employees to sign up for two (2) ordered overtime shifts per month, the amounts listed in Section 8 (a) and (b) above shall be doubled. d. Employees who are regularly assigned to the Investigations Division of Adult Field Services, who are directed to work overtime as a result of being assigned additional cases, are eligible to receive cash or compensatory time off for all such ordered overtime. e. Any employee, who is direct ordered to work overtime, shall have the choice to receive cash or compensatory time off, regardless of the other provisions of this Section. 10. Both parties want to encourage employees to sign up for voluntary overtime to avoid the use of ordered overtime. During the period of this pilot program, Article 5, Section C(3) shall be modified so that an employee shall be given twenty-one (21) working days advance notice before being required to take FLSA or non-FLSA compensatory time off. Should an employee be required to take such time off, the Department shall be restricted from requiring the same employee from taking FLSA or non-FLSA compensatory time off for a period of thirty days. The department shall attempt, to the extent possible, to find a mutually agreeable date for such ordered time off. When ordered by the appointing authority to work overtime, the employee shall not be required to take off such protected hours during the same pay period the ordered overtime was worked. 11. Employees, who have accumulated FLSA compensatory time off balances that exceed one hundred twenty (120) FLSA hours, shall be paid cash for overtime hours or fortyactually worked. 12. Eligible employees may work overtime shifts subject to the appointing authority’s approval. Employee overtime, for those assigned to Institutional Services, is capped at a maximum of fifty-six (56) hours per pay period. This section does not guarantee that an employee will ever be assigned overtime.

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 accruals 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 a of any biweekly pay period. Balances which exceed forty (40) hours of 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. 2. 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. 3. An employee shall have fifteen (15) working days advance notice before being required to take FLSA or non-FLSA 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. 4. 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 payoff is approved by the appointing authority, it shall be paid on an hour for hour basis at the employee’s current rate. 5. Employees who are laid off shall receive compensation for unused compensatory time in accordance with Article 10, Section 4.I "Cash in Lieu of Compensatory Time Off", earned after April 15, 1986, in an FLSA-covered status. Such compensation shall for time actually worked not exceed exceeding one hundred twenty (120) FLSA and/or forty (40) non-FLSA hours in accordance with Article 11., Section 11., Paragraph I. of this Agreement. 6. If an employee transfers for any reason other than discipline or fortydemotes in- lieu of layoff to a classification whose maximum allowable accumulation of compensatory time off is less than that of this Section, such employee shall be given a one-year period after such transfer or demotion to reduce accumulated compensatory time off to the lower maximum accumulation. This shall not be applicable to promotions. 7. The parties recognize it is the mutual interest to address the concerns of ordered overtime on the workforce. The department recognizes the effect ordered overtime has on the employees in the organization. The Association recognizes the department is committed to hiring the appropriate level of staffing within the organization. In line with this commitment, the parties are willing to engage in a pilot study to examine the use of ordered overtime. 8. Employees who are ordered to work overtime shall be compensated as follows: a. Insofar as the department has directed employees to sign up for one (1) ordered overtime shift per month, the employees may choose to receive cash or compensatory time off for the first eight (8), ten (10), or twelve (12) hours per month, based on the employees’ regularly scheduled work shift. b. Should the department require employees to sign up for two (2) ordered overtime shifts per month, the amounts listed in Section 8 (a) and (b) above shall be doubled. c. Employees who are regularly assigned to the Investigations Division of Adult Field Services, who are directed to work overtime as a result of being assigned additional cases, are eligible to receive cash or compensatory time off for all such ordered overtime. d. Any employee, who is direct ordered to work overtime, shall have the choice to receive cash or compensatory time off, regardless of the other provisions of this Section. 9. Both parties want to encourage employees to sign up for voluntary overtime to avoid the use of ordered overtime.

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 accruals 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 a of any biweekly pay period. Balances which exceed forty (40) hours of 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. 2. 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. 3. An employee shall have fifteen (15) working days advance notice before being required to take FLSA or non-FLSA 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. 4. 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 payoff is approved by the appointing authority, it shall be paid on an hour for hour basis at the employee’s current rate. 5. Employees who are laid off shall receive compensation for unused compensatory time in accordance with Article 10, Section 4.I "Cash in Lieu of Compensatory Time Off", earned after April 15, 1986, in an FLSA-covered status. Such compensation shall for time actually worked not exceed exceeding one hundred twenty (120) FLSA and/or forty (40) non-FLSA hours in accordance with Article 11., Section 11., Paragraph I. of this Agreement. 6. If an employee transfers for any reason other than discipline, or fortydemotes in-lieu of layoff to a classification whose maximum allowable accumulation of compensatory time off is less than that of this Section, such employee shall be given a one-year period after such transfer or demotion to reduce accumulated compensatory time off to the lower maximum accumulation. This shall not be applicable to promotions. 7. The parties recognize it is the mutual interest to address the concerns of ordered overtime on the workforce. The Department recognizes the effect ordered overtime has on the employees in the organization. The Association recognizes the Department is committed to hiring the appropriate level of staffing within the organization. In line with this commitment, the parties are willing to engage in a pilot study to examine the use of ordered overtime. 8. Notwithstanding sections C.1 through C.6 above, from August 2, 2013 through November 28, 2014, this pilot program will be initiated to examine the fiscal and operational impacts resulting from initiating Article 5, Section C, Sub-sections 8 through 10 below. The parties will convene within 30 days of the expiration of the pilot to discuss the impacts of the program and to determine if the continuation of this pilot program meets operational and fiscal needs. At that time, the parties may determine it best to extend the pilot program, or, if the parties cannot mutually agree by December 26, 2014 on its continuation after meeting to discuss the issue with the association, the pilot program and sections C.7 through C.10 will expire on December 26, 2014. 9. During the period of this pilot, employees who are ordered to work overtime shall be compensated as follows: a. Insofar as the Department has directed employees to sign up for one (1) ordered overtime shift per month, the employees may choose to receive cash or compensatory time off for the first eight (8), ten (10), or twelve

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 of 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. 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 payoff pay off is approved by the appointing authority, it shall be paid on an hour for hour basis at the employee’s current rate. Employees who are laid off shall receive compensation for unused compensatory time in accordance with (See: Article 10, Section 4.I "8.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 hours or fortyforty (40) non-FLSA hours. If an employee transfers for any reason other than discipline or demotes in lieu of layoff to a classification whose maximum allowable accumulation of compensatory time off is less than that of this Section (one hundred twenty (120) FLSA hours and forty (40) non-FLSA hours), such employee shall be given a one-year period after such transfer or demotion to reduce accumulated compensatory time off to the lower accumulation. All unused compensatory time will be paid off in the event of death of the employee. Notwithstanding the above language, maximum non-FLSA hours for the following classes will be sixty-four (64) hours: Park Ranger (006332) Senior Park Ranger (006342) Supervising Park Ranger (006343)

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 accruals 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 a of any biweekly pay period. Balances which exceed forty (40) hours of 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. 2. 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. 3. 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. 4. 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 payoff pay off is approved by the appointing authority, it shall be paid on an hour for hour basis at the employee’s current rate. 5. Employees who are laid off shall receive compensation for unused compensatory time in accordance with Article 10, Section 4.I "Cash in Lieu of Compensatory Time Off", earned after April 15, 1986, in an FLSA-covered status. Such compensation shall for time actually worked not exceed exceeding one hundred twenty (120) FLSA hours and/or forty (40) non-FLSA hours. 6. If an employee transfers for any reason other than discipline, or fortydemotes in-lieu of layoff to a classification whose maximum allowable accumulation of compensatory time off is less than that of this Section, such employee shall be given a one-year period after such transfer or demotion to reduce accumulated compensatory time off to the lower maximum accumulation. This shall not be applicable to promotions.

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 of 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 payoff 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 in accordance with (See: Article 10, Section 4.I 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 hours or fortyforty (40) non-FLSA hours. If an employee transfers for any reason other than discipline or demotes in lieu of layoff to a classification whose maximum allowable accumulation of compensatory time off is less than that of this Section (120 FLSA and 40 non-FLSA hours), such employee shall be given a one-year period after such transfer or demotion to reduce accumulated compensatory time off to the lower accumulation. All unused compensatory time will be paid off in the event of the death of the employee.

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 and 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 of 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. 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 payoff pay off is approved by the appointing authority, it shall be paid on an hour for hour basis at the employee’s current rate. Employees who are laid off shall receive compensation for unused compensatory time in accordance with (See: Article 10, Section 4.I "Cash -"Cash in Lieu of Compensatory Time Off.", ) earned after April 15, 1986, 1986 in an FLSA-covered status. Such compensation shall not exceed one hundred and twenty (120) FLSA hours or fortyforty (40) non-FLSA hours. If an employee transfers for any reason other than discipline or demotes in lieu of layoff to a classification whose maximum allowable accumulation of compensatory time off is less than that of this Section (120 FLSA or 40 non- FLSA hours), such employee shall be given a one-year period after such transfer or demotion to reduce accumulated compensatory time off to the lower maximum accumulation. All unused compensatory time will be paid off in the event of death of the employee.

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 accruals 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 a of any biweekly pay period. Balances which exceed forty (40) hours of 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. 2. 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. 3. An employee shall have fifteen (15) working days advance notice before being required to take FLSA or non-FLSA 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. 4. 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 payoff pay off is approved by the appointing authority, it shall be paid on an hour for hour basis at the employee’s current rate. 5. Employees who are laid off shall receive compensation for unused compensatory time in accordance with Article 10, Section 4.I "Cash in Lieu of Compensatory Time Off", earned after April 15, 1986, in an FLSA-covered status. Such compensation shall for time actually worked not exceed exceeding one hundred twenty (120) FLSA and/or forty (40) non-FLSA hours in accordance with Article 11., Section 11., Paragraph I. of this Agreement. 6. If an employee transfers for any reason other than discipline, or fortydemotes in-lieu of layoff to a classification whose maximum allowable accumulation of compensatory time off is less than that of this Section, such employee shall be given a one-year period after such transfer or demotion to reduce accumulated compensatory time off to the lower maximum accumulation. This shall not be applicable to promotions.

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 accruals 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 a of any biweekly pay period. Balances which exceed forty (40) hours of 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. 2. 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. 3. 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. 4. 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 payoff pay off is approved by the appointing authority, it shall be paid on an hour for hour basis at the employee’s current rate. 5. Employees who are laid off shall receive compensation for unused compensatory time in accordance with Article 10, Section 4.I "Cash in Lieu of Compensatory Time Off", earned after April 15, 1986, in an FLSA-covered status. Such compensation shall for time actually worked not exceed exceeding one hundred twenty (120) FLSA hours and/or forty (40) non-FLSA hours. 6. If an employee transfers for any reason other than discipline, or fortydemotes in-lieu of layoff to a classification whose maximum allowable accumulation of compensatory time off is less than that of this Section, such employee shall be given a one-year period after such transfer or demotion to reduce accumulated compensatory time off to the lower maximum accumulation. This shall not be applicable to promotions.

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 and 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 of 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. 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 payoff is approved by the appointing authority, it shall be paid on an hour for hour basis at the employee’s current rate. Employees who are laid off shall receive compensation for unused compensatory time in accordance with (See: Article 10, Section 4.I "Cash -"Cash in Lieu of Compensatory Time Off.", ) earned after April 15, 1986, 1986 in an FLSA-covered status. Such compensation shall not exceed one hundred and twenty (120) FLSA hours or fortyforty (40) non-FLSA hours. If an employee transfers for any reason other than discipline or demotes in lieu of layoff to a classification whose maximum allowable accumulation of compensatory time off is less than that of this Section (120 FLSA or 40 non-FLSA hours), such employee shall be given a one-year period after such transfer or demotion to reduce accumulated compensatory time off to the lower maximum accumulation. All unused compensatory time will be paid off in the event of death of the employee.

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 accruals 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 a of any biweekly pay period. Balances which exceed forty (40) hours of 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. 2. 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. 3. 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. 4. 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 payoff pay off is approved by the appointing authority, it shall be paid on an hour for hour basis at the employee’s current rate. 5. Employees who are laid off shall receive compensation for unused compensatory time in accordance with Article 10, Section 4.I "Cash in Lieu of Compensatory Time Off", earned after April 15, 1986, in an FLSA-covered status. Such compensation shall for time actually worked not exceed exceeding one hundred twenty (120) FLSA hours or and/or forty