Common use of General Overtime Provisions Clause in Contracts

General Overtime Provisions. A. Overtime shall not be distributed or withheld as a reward or penalty. B. When an employee, whether covered by the Fair Labor Standards Act or exempt, works regular overtime, such overtime will be scheduled and paid in increments of 15 minutes. When an employee, whether covered by the Fair Labor Standards Act or exempt, works irregular overtime, such overtime will be paid in increments of 15 minutes. Daily increments of less than 15 minutes, if such occur, will be accumulated during the workweek. At the end of the workweek, any increments of 7 minutes or fewer will be rounded down and any increments of 8 minutes or more will be rounded up to the next 15 minute interval. C. Employees covered by both the Fair Labor Standards Act and Title 5 U.S.C. shall receive overtime compensation in accordance with whichever benefit is greater. D. When approved by Management, employees can accrue and use compensatory time in accordance with applicable law and Government-wide rule and regulation. When feasible, the Employer shall grant such an employee's request for compensatory time rather than payment for overtime. An employee may request compensatory time off for hours of work spent in travel status that otherwise would qualify for overtime compensation, in accordance with law, government-wide regulation and Agency policy. E. When employees in a voluntary situation indicate in advance that they will work overtime, the Employer should have a reasonable expectation that they will keep their commitment. It is understood that employees occasionally may be unable to report for assigned overtime work. Therefore, an employee who volunteers for overtime work and fails to report as scheduled without good cause may have his or her name placed at the end of any overtime roster. Such employees may be considered for overtime after all eligible employees have been given proper consideration or will be excluded from overtime work for two (2) weeks, whichever comes first. F. Employees who are called back to work at the office for a period of overtime unconnected to their regularly scheduled tour, or who work overtime on Saturday and/or Sunday but are unable to complete the minimum overtime scheduled due to work related reasons outside control of the employee, are entitled to a minimum of two hours of overtime pay. Employees who work on a Federal holiday but are unable to complete the minimum scheduled time due to work related reasons outside control of the employee, are entitled to a minimum of two hours of holiday pay. G. When scheduled overtime is to be mandated for all employees in the occupation/operating entity, employees will be notified at least 3 days in advance, whenever possible. Notice of 2 days will be given for all other overtime work, whenever possible. H. When the Administration decides to use overtime, qualified volunteers will be used before using non-volunteers

General Overtime Provisions. A. Overtime shall not be distributed or withheld as in a reward or penalty. B. fair and equitable manner. When an employeeemployee works overtime, whether covered by the Fair Labor Standards Act or exempt, works regular overtime, such overtime will be scheduled and paid in increments of 15 minutes. When an employee, whether covered by the Fair Labor Standards Act or exempt, works irregular overtime, such overtime will be paid in increments of 15 minutes. Daily increments of less than 15 minutes, if such occur, will Employees shall be accumulated during the workweek. At the end of the workweek, any increments of 7 minutes or fewer will be rounded down paid differential and any increments of 8 minutes or more will be rounded up premium pay in addition to the next 15 minute interval. C. Employees covered by both the Fair Labor Standards Act and Title 5 U.S.C. shall receive overtime compensation in accordance with whichever benefit applicable regulations. It is greater. D. When approved agreed that non-bargaining unit employees shall not be scheduled on overtime to perform the duties of bargaining unit employees for the sole purpose of eliminating the need to schedule bargaining unit employees for overtime. The Department shall make a reasonable effort to give the employee as much notice as possible when planned overtime is required, and further, will give due consideration to the employee’s personal circumstances. At the employee’s request, the Department will endeavor to avoid mandated overtime exceeding four hours at the end of the employee’s tour of duty. Those employees eligible by Management, employees Title 5 or Title 38 can accrue and use compensatory time in accordance with applicable law and Government-wide rule and regulationwhen approved by the Department. When feasible, the Employer shall grant such an employee's request for compensatory time rather than payment for overtime. An employee Eligible employees may request compensatory time off for hours in lieu of work spent in travel status that otherwise would qualify premium pay for overtime compensationwork. The approving official will consider staffing needs in the decision whether to approve compensatory time. Supervisors shall not require the above mentioned employees to take compensatory time in lieu of overtime pay. Appropriate officials or their designees, may, at the request of a GS or FWS employee on a flexible schedule, grant compensatory time off in accordance with lawlieu of overtime pay, governmentwhether such overtime hours are regularly scheduled or irregular or occasional in nature. If the employee does not request compensatory time off in lieu of overtime pay, or if the employee’s request for compensatory time off in lieu of overtime pay is not granted, the employee shall be compensated for such overtime under the applicable statutory provisions. The Department shall, to the extent practicable, permit employees who earn compensatory time instead of overtime to use their compensatory time at the earliest time convenient to them within 26 pay periods. Normally, compensatory time off shall be granted before annual leave is approved. If annual leave would otherwise be forfeited, however, the annual leave shall be granted before compensatory time off. Any employee who is unable to use compensatory time within 26 pay periods shall receive overtime pay instead. Employees who are required to work overtime will be allowed to call at no cost to themselves to make necessary arrangements. This shall include but is not limited to dependent care arrangements and updates, medical appointments, classes and self-wide regulation and Agency policy. E. improvement commitments, etc. When employees in a voluntary situation indicate in advance that they will work overtime, the Employer Department should have a reasonable an expectation that they will keep their commitment. It is understood that employees occasionally may be unable to report for assigned overtime work. Therefore, an employee who volunteers for overtime work and fails to report as scheduled without good cause may have his or her name placed at the end of any overtime roster. Such employees may be considered for overtime after all eligible employees have been given proper consideration or will be excluded from overtime work for two (2) weeks, whichever comes first. F. Employees who are called back to work at the office for a period of overtime unconnected to their regularly scheduled tour, tour or who work overtime on Saturday and/or Sunday but are unable to complete the minimum overtime scheduled due to work related reasons outside control of the employee, their day(s) off are entitled to a minimum of two hours of overtime pay. Employees who called in for emergency work on a Federal holiday but are unable outside their basic workweek shall not normally be required to complete the minimum scheduled time due perform non-emergency functions. This does not preclude employees from being called in to work related reasons outside control provide coverage in non‑emergency situations. Rosters of the employee, are entitled to a minimum of two hours of holiday pay. G. When scheduled overtime is to be mandated for all employees in the occupation/operating entity, employees will be notified at least 3 days in advance, whenever possibleutilized to determine voluntary or involuntary overtime. Notice The mechanics and eligibility of 2 days the rosters are subjects for local negotiations and seniority will be given the criterion. The Department will make available to the Union, upon request, current records of overtime assignments. Employees required to work through their non-duty meal period shall be paid for all other such time. In the event of an extension of a regular work shift into an evening or night work shift for more than a three hour overtime workwork period, whenever possible. H. When the Administration decides to use overtime, qualified volunteers reasonable time will be used before using non-volunteersallowed, when possible, for procurement and eating of food. This will occur no later than three hours after the overtime starts.

General Overtime Provisions. A. Overtime shall be distributed to qualified volunteers whose performance is at least satisfactory. Overtime shall not be distributed or withheld as a reward or penalty. B. When an employee, whether covered by the Fair Labor Standards Act or exempt, works regular overtime, such overtime will be scheduled and paid in increments of 15 minutes. When an employee, whether covered by the Fair Labor Standards Act or exempt, works irregular overtime, such overtime will be paid in increments of 15 minutes. Daily increments of less than 15 minutes, if such occur, will be accumulated during the workweek. At the end of the workweek, any increments of 7 minutes or fewer will be rounded down and any increments of 8 minutes or more will be rounded up to the next 15 minute interval. C. Employees covered by both the Fair Labor Standards Act and Title 5 U.S.C. shall receive overtime compensation in accordance with whichever benefit is greater. D. When approved by Management, employees can accrue and use compensatory time in accordance with applicable law and Government-wide rule and regulation. When feasible, the The Employer shall may grant such an employee's request for compensatory time rather than payment for overtime. An employee may request compensatory time off for hours of work spent in travel status that otherwise would qualify for overtime compensation, in accordance with law, government-government- wide regulation and Agency policy. E. When employees in a voluntary situation indicate in advance that they will work overtime, the Employer should have a reasonable expectation that they will keep their commitment. It is understood that employees occasionally may be unable to report for assigned overtime work. Therefore, an employee who volunteers for overtime work and fails to report as scheduled without good cause may have his or her name placed at the end of any overtime roster. Such employees may be considered for overtime after all eligible employees have been given proper consideration or will be excluded from overtime work for two (2) weeks, whichever comes first. F. Employees who are called back to work at the office for a period of overtime unconnected to their regularly scheduled tour, or who work overtime on Saturday and/or Sunday in their official duty station but are unable to complete the minimum overtime scheduled due to work related reasons outside control of the employee, are entitled to a minimum of two hours of overtime pay. Employees who work in their official duty station on a Federal holiday but are unable to complete the minimum scheduled time due to work related reasons outside control of the employee, are entitled to a minimum of two hours of holiday pay. G. When scheduled overtime is to be mandated for all employees in the occupation/operating entity, employees will be notified at least 3 days in advance, whenever possible. Notice of 2 days will be given for all other overtime work, whenever possible. H. When the Administration management decides to use overtime, qualified volunteers will be used before using non-volunteers.

General Overtime Provisions. A. Overtime shall not be distributed or withheld as in a reward or penaltyfair and equitable manner. B. When an employeeemployee works overtime, whether covered by the Fair Labor Standards Act or exempt, works regular overtime, such overtime will be scheduled and paid in increments of 15 minutes. When an employee, whether covered by the Fair Labor Standards Act or exempt, works irregular overtime, such overtime will be paid in increments of 15 minutes. Daily increments of less than 15 minutes, if such occur, will be accumulated during the workweek. At the end of the workweek, any increments of 7 minutes or fewer will be rounded down and any increments of 8 minutes or more will be rounded up to the next 15 minute interval. C. Employees covered by both shall be paid differential and premium pay in addition to the Fair Labor Standards Act and Title 5 U.S.C. shall receive overtime compensation in accordance with whichever benefit is greaterapplicable regulations. D. When approved It is agreed that non-bargaining unit employees shall not be scheduled on overtime to perform the duties of bargaining unit employees for the sole purpose of eliminating the need to schedule bargaining unit employees for overtime. E. The Department shall make a reasonable effort to give the employee as much notice as possible when planned overtime is required, and further, will give due consideration to the employee’s personal circumstances. At the employee’s request, the Department will endeavor to avoid mandated overtime exceeding four hours at the end of the employee’s tour of duty. F. Those employees eligible by Management, employees Title 5 or Title 38 can accrue and use compensatory time in accordance with applicable law and Government-wide rule and regulationwhen approved by the Department. When feasible, the Employer shall grant such an employee's request for compensatory time rather than payment for overtime. An employee Eligible employees may request compensatory time off for hours in lieu of work spent in travel status that otherwise would qualify premium pay for overtime compensationwork. The approving official will consider staffing needs in the decision whether to approve compensatory time. Supervisors shall not require the above mentioned employees to take compensatory time in lieu of overtime pay. Appropriate officials or their designees, may, at the request of a GS or FWS employee on a flexible schedule, grant compensatory time off in accordance with lawlieu of overtime pay, government-wide regulation and Agency policywhether such overtime hours are regularly scheduled or irregular or occasional in nature. If the employee does not request compensatory time off in lieu of overtime pay, or if the employee’s request for compensatory time off in lieu of overtime pay is not granted, the employee shall be compensated for such overtime under the applicable statutory provisions. E. G. The Department shall, to the extent practicable, permit employees who earn compensatory time instead of overtime to use their compensatory time at the earliest time convenient to them within 26 pay periods. Normally, compensatory time off shall be granted before annual leave is approved. If annual leave would otherwise be forfeited, however, the annual leave shall be granted before compensatory time off. Any employee who is unable to use compensatory time within 26 pay periods shall receive overtime pay instead. H. Employees who are required to work overtime will be allowed to call at no cost to themselves to make necessary arrangements. This shall include but is not limited to dependent care arrangements and updates, medical appointments, classes and self- improvement commitments, etc. I. When employees in a voluntary situation indicate in advance that they will work overtime, the Employer Department should have a reasonable an expectation that they will keep their commitment. It is understood that employees occasionally may be unable to report for assigned overtime work. Therefore, an employee who volunteers for overtime work and fails to report as scheduled without good cause may have his or her name placed at the end of any overtime roster. Such employees may be considered for overtime after all eligible employees have been given proper consideration or will be excluded from overtime work for two (2) weeks, whichever comes first. F. J. Employees who are called back to work at the office for a period of overtime unconnected to their regularly scheduled tour, tour or who work overtime on Saturday and/or Sunday but are unable to complete the minimum overtime scheduled due to work related reasons outside control of the employee, their day(s) off are entitled to a minimum of two hours of overtime pay. Employees who called in for emergency work on a Federal holiday but are unable outside their basic workweek shall not normally be required to complete the minimum scheduled time due perform non-emergency functions. This does not preclude employees from being called in to work related reasons outside control of the employee, are entitled to a minimum of two hours of holiday payprovide coverage in non-emergency situations. G. When scheduled overtime is to be mandated for all employees in the occupation/operating entity, K. Rosters of employees will be notified at least 3 days in advance, whenever possibleutilized to determine voluntary or involuntary overtime. Notice The mechanics and eligibility of 2 days the rosters are subjects for local negotiations and seniority will be given for all other the criterion. The Department will make available to the Union, upon request, current records of overtime work, whenever possibleassignments. H. When L. Employees required to work through their non-duty meal period shall be paid for such time. M. In the Administration decides to use overtimeevent of an extension of a regular work shift into an evening or night work shift for more than a three hour overtime work period, qualified volunteers reasonable time will be used before using non-volunteersallowed, when possible, for procurement and eating of food. This will occur no later than three hours after the overtime starts.

General Overtime Provisions. A. Overtime shall not be distributed assigned in a fair and equitable manner as follows: 1. Rosters of employees, that are qualified to do the work, will be utilized to determine voluntary and/or involuntary overtime, 2. Seniority will be the criteria for assigning voluntary overtime. 3. The employee who voluntarily worked overtime or withheld as a reward or penaltywho has refused the overtime, their name shall be moved to the bottom of the roster. B. When an employeeIn the event overtime needs have not been met, whether covered by the Fair Labor Standards Act or exempt, works regular overtime, such involuntary overtime will be scheduled and paid in increments of 15 minutesassigned based on the least senior employee first. When an employee, whether covered by Once the Fair Labor Standards Act or exempt, works irregular overtime, such employee has been assigned involuntary overtime will be paid in increments of 15 minutes. Daily increments of less than 15 minutes, if such occur, will be accumulated during their name shall go to the workweek. At the end bottom of the workweek, any increments of 7 minutes or fewer will be rounded down and any increments of 8 minutes or more will be rounded up to the next 15 minute intervallist. C. Employees covered by both The Agency will make available to the Fair Labor Standards Act and Title 5 U.S.C. shall receive Union, upon request, current records of overtime compensation in accordance with whichever benefit is greaterassignments. D. When approved by Management, employees can accrue and use compensatory time in accordance with applicable law and Government-wide rule and regulation. When feasible, the Employer shall grant such an employee's request for compensatory time rather than payment for overtime. An employee may request compensatory time off for hours of agrees to work spent in travel status that otherwise would qualify for overtime compensation, in accordance with law, government-wide regulation and Agency policy. E. When employees in a voluntary situation indicate in advance that they will work overtime, the Employer Agency should have a reasonable an expectation that they will keep their commitment. It is understood that employees occasionally may be unable to report for assigned overtime work. Therefore, an employee who volunteers for overtime work and fails to report as scheduled without good cause may have his or her their name placed at the end of any overtime roster. Such employees may be considered for . E. When an employee works overtime, whether covered by the Fair Labor Standards Act (FLSA) or exempt, such overtime after all eligible employees have been given proper consideration or will be excluded from overtime work for two (2) weeks, whichever comes firstpaid in increments of ¼ hour increments. F. Employees shall be paid differential and premium pay in addition to the overtime compensation in accordance with applicable regulations. G. It is agreed that non-bargaining unit employees shall not be scheduled on overtime to perform the duties of bargaining unit employees for the sole purpose of eliminating the need to schedule bargaining unit employees for overtime. H. Management shall make a reasonable effort to give the employee as much notice as possible when planned overtime is required, and further, will give due consideration to the employee’s personal circumstances. At the employee’s request, Management will endeavor to avoid mandated overtime exceeding 4 hours at the end of the employee’s tour of duty. I. The supervisor or designee may, at the request of an employee, grant compensatory time in lieu of overtime pay, whether such overtime hours are regularly scheduled or irregular or occasional in nature. If the employee does not request compensatory time in lieu of overtime pay, or if the employee’s request for compensatory time in lieu of overtime pay is not granted, the employee shall be compensated for such overtime under the applicable statutory provisions. J. In accordance with regulations, supervisors will not require employees to earn compensatory time in lieu of overtime pay. K. The Agency shall, to the extent practicable, permit employees to use their compensatory time at the earliest time convenient to them within twenty-six (26) pay periods. L. Normally, compensatory time off shall be granted before annual leave is approved. If annual leave would otherwise be forfeited, the annual leave shall be granted before compensatory time. Any employee who is unable to use compensatory time within twenty-six (26) pay periods shall receive overtime pay instead. M. Employees who are required to remain at work on overtime will be allowed to call at no cost to the employee to make necessary arrangements that shall include, but is not limited to, dependent care arrangements and updates, medical appointments, classes and self-improvement commitments, etc. N. Employees who are called back to work at the office for a period of overtime unconnected to their regularly scheduled tour, tour of duty or who work overtime on Saturday and/or Sunday but are unable to complete the minimum overtime scheduled due to work related reasons outside control of the employee, their day(s) off are entitled to a minimum of two 2 hours of overtime pay. This does not preclude employees from being called in to provide coverage in non‑emergency situations. O. Employees who work on a Federal holiday but are unable to complete the minimum scheduled time due directed by their supervisor to work related reasons outside control of the employee, are entitled to a minimum of two hours of holiday pay. G. When scheduled overtime is to be mandated for all employees in the occupation/operating entity, employees will be notified at least 3 days in advance, whenever possible. Notice of 2 days will be given for all other overtime work, whenever possible. H. When the Administration decides to use overtime, qualified volunteers will be used before using through their non-volunteerspaid meal period shall be compensated for such time.

General Overtime Provisions. A. Overtime shall not be distributed or withheld as in a reward or penaltyfair and equitable manner. B. When an employeeemployee works overtime, whether covered by the Fair Labor Standards Act or exempt, works regular overtime, such overtime will be scheduled and paid in increments of 15 minutes. When an employee, whether covered by the Fair Labor Standards Act or exempt, works irregular overtime, such overtime will be paid in increments of 15 minutes. Daily increments of less than 15 minutes, if such occur, will be accumulated during the workweek. At the end of the workweek, any increments of 7 minutes or fewer will be rounded down and any increments of 8 minutes or more will be rounded up to the next 15 minute interval. C. Employees covered by both shall be paid differential and premium pay in addition to the Fair Labor Standards Act and Title 5 U.S.C. shall receive overtime compensation in accordance with whichever benefit is greaterapplicable regulations. D. When approved It is agreed that non-bargaining unit employees shall not be scheduled on overtime to perform the duties of bargaining unit employees for the sole purpose of eliminating the need to schedule bargaining unit employees for overtime. E. The Department shall make a reasonable effort to give the employee as much notice as possible when planned overtime is required, and further, will give due consideration to the employee's personal circumstances. At the employee's request, the Department will endeavor to avoid mandated overtime exceeding four hours at the end of the employee's tour of duty. F. Those employees eligible by Management, employees Title 5 or Title 38 can accrue and use compensatory time when approved by the Department. Eligible employees may request compensatory time off in accordance with applicable law and Government-wide rule and regulationlieu of premium pay for overtime work. When feasibleThe approving official will consider staffing needs in the decision whether to approve compensatory time. Supervisors shall not require the above mentioned employees to take compensatory time in lieu of overtime pay. Appropriate officials or their designees, may, at the Employer shall request of a GS or FWS employee on a flexible schedule, grant compensatory time off in lieu of overtime pay, whether such an overtime hours are regularly scheduled or irregular or occasional in nature. If the employee does not request compensatory time off in lieu of overtime pay, or if the employee's request for compensatory time rather than payment off in lieu of overtime pay is not granted, the employee shall be compensated for overtimesuch overtime under the applicable statutory provisions. G. The Department shall, to the extent practicable, permit employees who earn compensatory time instead of overtime to use their compensatory time at the earliest time convenient to them within 26 pay periods. An employee may request Normally, compensatory time off for hours of work spent in travel status that shall be granted before annual leave is approved. If annual leave would otherwise would qualify for be forfeited , however, the annual leave shall be granted before compensatory time off. Any employee who is unable to use compensatory time within 26 pay periods shall receive overtime compensation, in accordance with law, government-wide regulation and Agency policypay instead. E. H. Employees who are required to work overtime will be allowed to call at no cost to themselves to make necessary arrangements. This shall include but is not limited to. dependent care arrangements and updates, medical appointments, classes and selfimprovement commitments, etc. I. When employees in a voluntary situation indicate in advance that they will work overtime, the Employer Department should have a reasonable an expectation that they will keep their commitment. It is understood that employees occasionally may be unable to report for assigned overtime work. Therefore, an employee who volunteers for overtime work and fails to report as scheduled without good cause may have his or her name placed at the end of any overtime roster. Such employees may be considered for overtime after all eligible employees have been given proper consideration or will be excluded from overtime work for two (2) weeks, whichever comes first. F. J. Employees who are called back to work at the office for a period of overtime unconnected to their regularly scheduled tour, tour or who work overtime on Saturday and/or Sunday but are unable to complete the minimum overtime scheduled due to work related reasons outside control of the employee, their day(s) off are entitled to a minimum of two hours of overtime pay. Employees who called in for emergency work on a Federal holiday but are unable outside their basic workweek shall not normally be required to complete the minimum scheduled time due perform non-emergency functions. This does not preclude employees from being called in to work related reasons outside control of the employee, are entitled to a minimum of two hours of holiday payprovide coverage in non-emergency situations. G. When scheduled overtime is to be mandated for all employees in the occupation/operating entity, K. Rosters of employees will be notified at least 3 days in advance, whenever possibleutilized to determine voluntary or involuntary overtime. Notice The mechanics and eligibility of 2 days the rosters are subjects for local negotiations and seniority will be given for all other the criterion. The Department will make available to the Union, upon request, current records of overtime work, whenever possibleassignments. H. When L. Employees required to work through their non-duty meal period shall be paid for such time. M. In the Administration decides to use overtimeevent of an extension of a regular work shift into an evening or night work shift for more than a three hour overtime work period, qualified volunteers reasonable time will be used before using non-volunteersallowed, when possible, for procurement and eating of food. This will occur no later than three hours after the overtime starts.

General Overtime Provisions. ‌ A. Overtime shall not pay is a premium pay provided under Title 5, U.S.C., for hours of work officially ordered or approved. An employee may be distributed scheduled or withheld as a reward or penalty. B. When an employee, whether covered by the Fair Labor Standards Act or exempt, works regular ordered to work overtime, such overtime will be scheduled and paid in increments of 15 minutesor to work on holidays within the basic workweek. When an employee, whether covered by the Fair Labor Standards Act or exempt, employee works irregular overtime, such overtime will be paid in increments of 15 minutes. Daily increments of less than 15 minutes, if such occur, will one-quarter (¼) hour. B. Employees shall be accumulated during the workweek. At the end of the workweek, any increments of 7 minutes or fewer will be rounded down paid differential and any increments of 8 minutes or more will be rounded up premium pay in addition to the next 15 minute interval. C. Employees covered by both the Fair Labor Standards Act and Title 5 U.S.C. shall receive overtime compensation in accordance with whichever benefit is greaterapplicable regulations. C. Requests to work overtime will be made in writing. D. When approved by ManagementManagement shall make a reasonable effort to give the employee as much notice as possible when planned overtime is required, and further, will give due consideration to the employee's personal circumstances. E. At the request of an exempt employee in writing, the supervisor or designee may grant overtime rather than compensatory pay, whether such overtime hours are regularly scheduled or irregular or occasional in nature. F. In accordance with Fair Labor Standards Act (FLSA) regulations, supervisors will not require employees can accrue and use to earn compensatory time in accordance with applicable law lieu of overtime pay. FLSA-exempt employees at grade GS-13 and Governmentabove will normally be given compensatory time off instead of premium pay. G. The Commission shall, to the extent practicable, permit employees to use their compensatory time at the earliest time convenient to them within twenty-wide rule six (26) pay periods. H. Normally, compensatory time off shall be granted before annual leave is approved. Compensatory time off must be used by the end of the 26th pay period after the pay period during which it was earned, or it will be forfeited except as indicated herein. Compensatory time off will not be forfeited, and regulation. When feasiblethe employee will be paid for the unused compensatory time off at the rate the employee would have otherwise received payment for overtime work at the time the overtime work was completed when: (1) the failure to take the compensatory time off is due to an exigency of the service beyond the employee's control, (2) a non-exempt employee fails to use accrued compensatory time off within the twenty-six (26) pay period timeframe, an employee (either exempt and nonexempt) separates from Federal Service or transfers to another agency before the expiration of the twenty-six (26) pay period time limit, or (3) when an employee (either exempt and non-exempt) is separated or placed in a leave without pay status: (a) to perform service in the uniformed services (as defined in 38 U.S.C. §4303 and 5 CFR § 353.102); or (b) due to an on-the-job injury and is found to be entitled to injury compensation under 5 U.S.C. Chapter 81. I. If annual leave would otherwise be forfeited, the Employer annual leave shall grant such an employee's request for be scheduled and approved before compensatory time rather than payment for overtimetime. An employee may request However, earned compensatory time off for hours of work spent travel will be forfeited if not used within twenty-six (26) pay periods in travel status that otherwise would qualify accordance with OPM regulations. J. Maximum Limitation (Pay Cap). The maximum earnings for GS employees for any pay period, including overtime compensation, may not exceed the maximum rate for grade GS-15, step 10. This limitation includes the value of compensatory leave taken in accordance with law, government-wide regulation and Agency policy. E. When employees in a voluntary situation indicate in advance that they will work overtime, the Employer should have a reasonable expectation that they will keep their commitment. It is understood that employees occasionally may be unable to report for assigned overtime work. Therefore, an employee who volunteers for overtime work and fails to report as scheduled without good cause may have his or her name placed at the end of any overtime roster. Such employees may be considered for overtime after all eligible employees have been given proper consideration or will be excluded from overtime work for two (2) weeks, whichever comes first. F. Employees who are called back to work at the office for a period of overtime unconnected to their regularly scheduled tour, or who work overtime on Saturday and/or Sunday but are unable to complete the minimum overtime scheduled due to work related reasons outside control of the employee, are entitled to a minimum of two hours lieu of overtime pay. Employees who An exception to the maximum limitation may be granted by the Executive Director for work on in connection with a Federal holiday but are unable to complete the minimum scheduled time due to work related reasons outside control of the employee, are entitled to a minimum of two hours of holiday paynatural disaster or other mission critical assignment. G. When scheduled overtime is to be mandated for all employees in the occupation/operating entity, employees will be notified at least 3 days in advance, whenever possible. Notice of 2 days will be given for all other overtime work, whenever possible. H. When the Administration decides to use overtime, qualified volunteers will be used before using non-volunteers