Common use of Compensatory time for Overtime Clause in Contracts

Compensatory time for Overtime. A. For purposes of this Article, "non-exempt support employee" means any support employee who is considered to be non-exempt under the Federal Fair Labor Standards Act. [Added August, 2015] B. Overtime will not be allowed to any non-exempt support employee unless prior approval has been given, in writing, by the employee's department head or his/her designee. Non-exempt support employees working in excess of forty (40) hours per work week, without prior written approval, may be subject to appropriate disciplinary action. C. The parties agree that if a non-exempt support employee is properly assigned to work more than forty (40) hours in a work week, the District may provide compensatory time ("comp time") off in lieu of monetary overtime compensation at a rate of not less than one and one- half (1 1/2) hours of compensatory time for each hour of overtime worked. It shall be the responsibility of the employee and the employee's supervisor to maintain accurate records of all comp time accrued. All overtime recorded to be accrued as comp time must be initialed by the employee and the immediate supervisor or his.her designee by the end of the week following the week in which the overtime is worked. D. Any non-exempt employee who has accrued comp time and who requests the use of the comp time shall be permitted to use the comp time within a reasonable period, after making the request. All department heads and supervisors are encouraged to limit the accumulation of comp time to eight (8) hours per pay period. All requests to use comp time must be in writing. If the request is denied, then the employee and supervisor are to arrange an alternate date for the comp time to be used. If no agreement can be reached, then a meeting will be conducted with the Division Chief Officer or Chief Talent Management Officer to schedule a date for the comp time to be taken. [Revised August 27, 2003] E. Time periods in excess of twenty (20) minutes during which the employee is not actually performing job duties will not be included as "hours worked" if the time can effectively be used for the employee's own purpose. F. Non-exempt employees are not allowed to do "volunteer" work for the District. G. Non-exempt employees are not permitted to be at their work stations prior to the regular starting time and are required to leave their work stations promptly at the end of their work day. H. Any non-exempt support employee whose employment with the District terminates and who has accrued but unused comp time shall be paid at his/her regular hourly or salary rate in effect at the time the employee receives the payment. I. The District reserves the right to substitute a cash payment, in whole or in part, for comp time. Any combination of comp time and overtime payment in cash must be made so that the principle of "time and one-half" for overtime work is maintained. J. This compensatory time off article shall be considered as a condition of employment for all non-exempt support employees of the District. K. For purposes of this Article, "non-exempt support employee" means any support employee who is considered to be non-exempt under the Federal Fair Labor Standards Act.

Compensatory time for Overtime. A. For purposes of this Article, "non-exempt support employee" means any support employee who is considered to be non-exempt under the Federal Fair Labor Standards Act. [Added August, 2015] B. Overtime will not be allowed to any non-exempt support employee unless prior approval has been given, in writing, by the employee's department head or his/her designee. Non-exempt support employees working in excess of forty (40) hours per work week, workweek without prior written approval, approval may be subject to appropriate disciplinary action. C. B. The parties agree that if a non-exempt support employee is properly assigned to work more than forty (40) hours in a work week, the District may provide compensatory time ("comp time") off in lieu of monetary overtime compensation at a rate of not less than one and one- one-half (1 1/2) hours of compensatory time for each hour of overtime worked. It shall be the responsibility of the employee and the employee's supervisor to maintain accurate records of all comp time accrued. All overtime recorded to be accrued as comp time must be initialed by the employee and the immediate supervisor or his.her his designee by the end of the week following the week in which the overtime is worked. D. C. Any non-exempt employee who has accrued comp time and who requests the use of the comp time shall be permitted to use the comp time within a reasonable period, after making the request. All department heads and supervisors are encouraged to limit the accumulation of comp time to eight (8) hours per pay period. All requests to use comp time must be in writing. If the request is denied, then the employee and supervisor are to arrange an alternate date for the comp time to be used. If no agreement can be reached, then a meeting will be conducted with the Division Chief Officer or Chief Talent Management Human Capital Officer to schedule a date for the comp time to be taken. [(Revised August 27, 2003]08/27/03) E. D. Time periods in excess of twenty (20) minutes during which the employee is not actually performing job duties will not be included as "hours worked" if the time can effectively be used for the employee's own purpose. F. E. Non-exempt employees are not allowed to do "volunteer" work for the District. G. F. Non-exempt employees are not permitted to be at their work stations prior to the regular starting time and are required to leave their work stations promptly at the end of their work day. H. G. Any non-exempt support employee whose employment with the District terminates and who has accrued but unused comp time shall be paid at his/her regular hourly or salary rate in effect at the time the employee receives the payment. I. H. The District reserves the right to substitute a cash payment, in whole or in part, for comp time. Any combination of comp time and overtime payment in cash must be made so that the principle of "time and one-half" for overtime work is maintained. J. I. This compensatory time off article shall be considered as a condition of employment for all non-exempt support employees of the District. K. J. For purposes of this Article, "non-exempt support employee" means any support employee who is considered to be non-exempt under the Federal Fair Labor Standards Act.

Compensatory time for Overtime. A. For purposes of this Article, "“non-exempt support employee" ” means any support employee who is considered to be non-exempt under the Federal Fair Labor Standards Act. [Added August, 2015] B. Overtime will not be allowed to any non-exempt support employee unless prior approval has been given, in writing, by the employee's ’s department head or his/her designee. Non-exempt support employees working in excess of forty (40) hours per work week, without prior written approval, may be subject to appropriate disciplinary action. C. The parties agree that if a non-exempt support employee is properly assigned to work more than forty (40) hours in a work week, the District may provide compensatory time ("“comp time"”) off in lieu of monetary overtime compensation at a rate of not less than one and one- one half (1 1/2) hours of compensatory time for each hour of overtime worked. It shall be the responsibility of the employee and the employee's ’s supervisor to maintain accurate records of all comp time accrued. All overtime recorded to be accrued as comp time must be initialed by the employee and the immediate supervisor or his.her their designee by the end of the week following the week in which the the-overtime is worked. D. Any non-exempt employee who has accrued comp time and who requests the use of the comp time shall be permitted to use the comp time within a reasonable period, after making the request. All department heads and supervisors are encouraged to limit the accumulation of comp time to eight (8) hours per pay period. All requests to use comp time must be in writing. If the request is denied, then the employee and supervisor are to arrange an alternate date for the comp time to be used. If no agreement can be reached, then a meeting will be conducted with the Division Chief Officer or Chief Talent Management Officer to schedule a date for the comp time to be taken. [Revised August 27, 2003]) E. Time periods in excess of twenty (20) minutes during which the employee is not actually performing job duties will not be included as "“hours worked" ” if the time can effectively be used for the employee's ’s own purpose. F. Non-exempt employees are not allowed to do "“volunteer" ” work for the District. G. Non-exempt employees are not permitted to be at their work stations prior to the regular starting time and are required to leave their work stations promptly at the end of their work day. H. Any non-exempt support employee whose employment with the District terminates and who has accrued but unused comp time shall be paid at his/her regular hourly or salary rate in effect at the time the employee receives the payment. I. The District reserves the right to substitute a cash payment, in whole or in part, for comp time. Any combination of comp time and overtime payment in cash must be made so that the principle of "“time and one-half" ’ for overtime work wage is maintained. J. This compensatory time off article shall be considered as a condition of employment for all non-exempt support employees of the District. K. For purposes of this Article, "“non-exempt support employee" ” means any support employee who is considered to be non-exempt under the Federal Fair Labor Standards Act.