Compensatory Time (CT Sample Clauses

The Compensatory Time (CT) clause establishes the rules under which employees may receive time off in lieu of overtime pay for extra hours worked. Typically, this clause details how compensatory time is accrued, the rate at which it is earned (such as one hour of CT for each hour of overtime), and any limits or conditions on its use, such as approval requirements or expiration periods. Its core function is to provide flexibility in compensating employees for overtime, offering an alternative to monetary payment and helping employers manage labor costs while accommodating employee preferences for time off.
Compensatory Time (CT. 1. CT shall be earned and granted IAW applicable law, rule, and regulation. 2. CT should be used before Annual Leave unless the employee is in a use/lose leave status. 3. Additional guidance for CT (Overtime Work) is addressed in Article 8.4.
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Compensatory Time (CT. An employee may accumulate up to four hundred eight (480) hours in a Compensatory Time (CT) bank. For employees hired on or after November 21, 2008, the maximum number of CT hours that can be used to supplement an employee’s Final Average Compensation is two hundred forty (240) hours. An employee may cash-in up to forty (40) hours of CT per year at the employees' rate of pay at the time such CT is cashed-in provided that, if after a review by the Revenue Services Director and the Police Chief, funds are available for such payment. The City may require up to fourteen (14) days advance notice prior to payment of such time. Effective July 1, 2000, employees are allowed to bank a maximum of 40 PTO hours per anniversary year into the employee’s compensatory time bank. The maximum number of hours of PTO an employee may bank is 120 over the employee’s lifetime. The maximum contribution is further limited by the hour cap in the CT bank. Unused CT shall be paid upon an employee's separation, retirement, or death.
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Compensatory Time (CT. 1. CT shall be earned and granted IAW applicable law, rule, and regulation. 2. CT should be used before Annual Leave unless the employee is in a use/lose leave status. 3. Employees may earn CT for religious observances, as follows: a. An employee whose personal religious beliefs require the abstention from work during certain periods of time may elect to engage in overtime work for time lost for meeting those religious requirements. b. To the extent that such modifications in work schedules do not interfere with the efficient accomplishment of the Agency's mission, the Agency shall in each instance afford the employee the opportunity to work compensatory overtime and shall in each instance grant compensatory time off to an employee requesting such time off for religious observances when the employee's personal religious beliefs require that the employee abstain from work during certain periods of the workday or workweek. c. For the purpose stated in paragraph (b) of this section, the employee may work such compensatory overtime before or after the grant of compensatory time off. A grant of advanced compensatory time off should be repaid by the appropriate amount of compensatory overtime work within a reasonable amount of time. Compensatory overtime shall be credited to an employee on an hour for hour basis or authorized fractions thereof. Appropriate records will be kept of compensatory overtime earned and used. d. The premium pay provisions for overtime work in 5 CFR 550 – Subpart A and section 7 of the Fair Labor Standards Act of 1938, as amended, do not apply to compensatory overtime work performed by an employee for this purpose.
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Compensatory Time (CT. 1. Compensatory time shall be earned and granted in accordance with applicable law, rule, and regulation. 2. Compensatory time shall be used before Annual Leave unless the employee is in a use/lose leave status. 3. Additional guidance for compensatory time (Overtime Work) is addressed in Section 8.4.
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Related to Compensatory Time (CT

  • 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

  • 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.

  • 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. ▇. ▇▇ 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.

  • Compensatory Time Cash Out All compensatory time must be used by June 30th of each year. If compensatory time balances are not scheduled to be used by the employee by April of each year, the supervisor will contact the employee to review their schedule. The employee’s compensatory time balance will be cashed out every June 30th or when the employee: 1. Leaves state service for any reason; 2. Transfers to a position in their institution with different funding sources; or 3. Transfers to another state agency or institution.