Compensatory Time for Exempt Employees. FLSA exempt Employees may accrue up to one hundred twenty (120) hours of comp time at the rate of one (1) hour for each hour of time worked in excess of forty (40) hours during the Employee’s designated work week, except supervisory nurses providing direct care will accrue comp time at the rate of time and one-half. Employers may, at their discretion, offer cash overtime payments. The date to be taken as comp time shall be scheduled by agreement between the supervisor and the Employee, and supervisory approval for the use of comp time will be granted in a fair and equitable manner. Unused comp time may be paid to the Employee upon an Employee’s leaving the Employer or a department, division, or other subgroup which has an individual budget, or to the Employee’s estate upon the Employee’s death, if an Employer’s policy so allows. Payment of unused comp time is subject to budget availability. Once an Employee reaches one-hundred twenty (120) hours of any combination of administrative comp time, holiday comp time or comp time, the Employer may pay out the excess over one-hundred twenty (120) hours.
Compensatory Time for Exempt Employees. FLSA exempt employees may accrue up one hundred twenty (120) hours of comp time at the rate of one (1) hour for each hour of time worked in excess of forty (40) hours during the employee’s designated work week, except supervisory nurses providing direct care will accrue comp time at the rate of time and one-half. Agencies may, at their discretion, offer cash overtime payments. The date to be taken as comp time shall be scheduled by agreement between the supervisor and the employee, and supervisory approval for the use of comp time will be granted in a fair and equitable manner. Unused comp time may be paid upon an employee’s leaving the Agency or a Department, Division, or other subgroup which has an individual budget, or upon death, if an agency’s policy so allows. Payment of unused comp time is subject to budget availability.
Compensatory Time for Exempt Employees. Full-time exempt employees who are required to work a significant number of hours on a holiday as defined in Article 23 Section 1 of this agreement will be permitted to take compensatory time. An employee will receive one compensatory day for every holiday on which significant required work was performed. When a full-time exempt employee works any hours in excess of forty (40) hours in a work week, any such excess hours that are worked on a Saturday and/or Sunday will entitle the employee to compensatory hours off on a 1 to 1 ratio. Compensatory time is to be taken as close to the additional worked hours as the work schedule permits and may be accrued for up to two (2) months unless other arrangements are made with the employee’s supervisor. An employee will notify their supervisor in advance of taking their compensatory time. Compensatory time does not require the same advance notice as PTO, and a request for compensatory time will be prioritized over PTO requests. Compensatory time may be granted even in cases where 33% of staff are already out on PTO, provided that the needs of the Organization are still met. Compensatory time will be added to the shared PTO calendar and will be treated as PTO for the purpose of scheduling. Compensatory time is not hours worked and is not part of any overtime calculation. Compensatory time shall not be cashed out at any time.
Compensatory Time for Exempt Employees. Xxxxxx Institute believes in creating and investing in an effective workforce. Although there is no legal requirement or obligation to offer employees occupying positions determined to be exempt from the Fair Labor Standards Act designated as exempt, FDC and XXXX programs shall permit exempt employees who are required to work more hours than regularly scheduled 7.5 hour work day to receive compensatory time off.
