Exclusion from Hours Actually Worked. Notwithstanding any other policy, practice, rule, regulation, or Memorandum of Understanding provision to the contrary, any absence for court leave/jury duty, standby time, unauthorized hours of work, or holiday pay on an employee’s scheduled Alternative Work Schedule day off, and any unpaid time off, including disciplinary suspensions or leaves of absences, shall not be counted as hours actually worked for purposes of calculating overtime compensation. A non-exempt employee must use available accruals to supplement for an 8-hour holiday or work one (1) additional hour during the work week to make up for an 8-hour holiday which falls on an employee’s alternative nine (9) hour day schedule, or two (2) hours to make up for an 8- hour holiday which falls on an employee’s alternative ten (10) hour day schedule, such one (1) or two (2) hours will not be eligible for overtime compensation. The additional hour(s) worked must be made up in the same work week (Monday – Thursday) as the holiday.
Exclusion from Hours Actually Worked. Notwithstanding any other policy, practice, rule, regulation, or Memorandum of Understanding provision to the contrary, any absence for court leave/jury duty, standby time, unauthorized hours of work, or holiday pay on an employee’s scheduled Alternative Work Schedule day off, and any unpaid time off, including disciplinary suspensions or leaves of absences, shall not be counted as hours actually worked for purposes of calculating overtime compensation. In addition, if an employee works one (1) additional hour during the work week to make up for an 8-hour holiday which falls on an employee’s alternative nine (9) hour day schedule, or two
