Overtime Accrual. If an employee accrues in excess of the 80 hour overtime accrual limit he/she will, within the pay period following the pay period in which the hours in excess of 80 have been accrued, attempt to schedule and take leave time sufficient to reduce the balance to or below 65 hours. The scheduling of such leave shall require Departmental approval. If the employee is unable to schedule leave time sufficient to reduce his/her balance to 80 or less hours, the Department may, in the next payroll period, with 5 days notice to the employee, schedule leave time for the employee. In the event the employee is unable to schedule leave time and the Department is unable to schedule leave time sufficient to reduce the employee’s balance to or below 80 accrued hours, then the employee shall be paid for hours in excess of 80.
Overtime Accrual. Overtime of less than eighteen (18) minutes per day shall not be considered for overtime computations and shall be disregarded for payroll purposes. Overtime of at least eighteen (18) minutes per day, and not more than thirty (30) minutes per day, will be compensated as thirty (30) minutes (5/10 hour per day). Overtime work extending beyond thirty (30) minutes per day and consuming no more than one (1) hour per day will be compensated as one (1) hour per day. All overtime worked beyond one (1) hour per day will accrue in units of six (6) minutes (tenths of an hour).
Overtime Accrual. If an employee accrues in excess of the 80 hour overtime
Overtime Accrual. At the discretion of the department director, an employee may be allowed to accrue at the overtime rate, up to a maximum of eighty (80) hours of compensatory time in lieu of cash payment in any one fiscal year. Should the accrual exceed 80 hours at any time, the excess will be paid in cash during the payroll period in which it is accrued. At the end of each fiscal year, any hours in excess of fifty (50) will be paid out in cash. Any "In lieu" holiday hours or Personal Leave holiday hours shall be in excess of this limit. The request for use of compensatory time off shall be approved by the department director or his designee.
Overtime Accrual. Overtime is defined as time worked in excess of forty (40) hours in any seven (7) day work week. The employee has the right to decline the additional hours unless the overtime is mandatory in accordance with the Fair Labor Standards Act‘s guidelines and interpretations. Each forty (40) hour work week stands alone. Days taken off for general leave, vacation, District-approved holidays, or civic leave (except jury duty) will NOT be treated as days worked in calculating the forty (40) hours worked in a work week. Dock days will not be treated as days worked in calculating the forty (40) hours worked in a work week. When possible, future overtime possibilities should be equally distributed based on qualifications and job performance. Employees shall receive overtime pay for time worked only to the extent the employee works more than forty (40) hours in the work week. Jury duty counts as time worked and may cause employees to be eligible for overtime. Employees are not to work more than their scheduled work hours or work on holidays or during holiday periods without appropriate authorization from their supervisor. Appropriate authorization includes pre-approved contingency plans for taking care of emergency situations. It is not permissible for employees to volunteer extra time in their assigned job either by staying overtime at the work site or by taking work home without it being approved. Unauthorized time worked beyond scheduled work hours may be cause for disciplinary action.
