Common use of OVERTIME AND COMPENSATORY LEAVE Clause in Contracts

OVERTIME AND COMPENSATORY LEAVE. A bargaining unit employee shall be compensated for work performed in excess of a standard workweek by overtime payment or compensatory leave. Before working the approved overtime, the employee shall make a choice of whether to receive monetary compensation or compensatory leave, if compensatory time is offered by the employee’s supervisor. The offer of compensatory time shall be at the sole discretion of the supervisor. The bargaining unit employee shall notify his or her supervisor of their decision concerning the method of compensation in writing. Failure to provide written notice of the method of compensation shall result in the employee receiving monetary compensation for overtime worked. If the employee chooses to receive monetary payment for overtime, the University shall assure that the employee receives monetary payment for overtime in accordance with this section. The University shall assure that the employee earns compensatory leave and overtime compensation at the rate of 1½ times for each hour worked in excess of forty (40) hours in a work week. A bargaining unit employee may have a maximum balance of eighty (80) hours of compensatory time. Once an employee reaches eighty (80) hours of accrued compensatory leave, hours worked in excess of the standard work week shall be compensated with monetary overtime payments. Requests for the use of earned compensatory leave shall be consistent with the procedures used to request other forms of accumulated leave, e.g., annual and personal leave. Such compensatory leave requests shall not be unreasonably denied by the supervisor. On December 31 of each calendar year, the University may provide bargaining unit employees with monetary payments for unused compensatory leave. Upon separation from the University, the employee shall be paid for the unused compensatory leave.

OVERTIME AND COMPENSATORY LEAVE. A bargaining unit employee shall be compensated for work performed in excess of a standard workweek by overtime payment or compensatory leave. Before working the approved overtime, the employee shall make a choice of whether to receive monetary compensation or compensatory leave, if compensatory time is offered by the employee’s 's supervisor. The offer of compensatory time shall be at the sole discretion of the supervisor. The bargaining unit employee shall notify notif' his or her supervisor of their decision concerning the method of compensation in writing. Failure to provide written notice of the method of compensation shall result in the employee receiving monetary compensation for overtime worked. If the employee chooses to receive monetary payment for overtime, the University shall assure that the employee receives monetary payment for overtime in accordance with this section. The University shall assure that the employee earns compensatory leave and overtime compensation at the rate of 1½ 1 `/2 times for each hour worked in excess of forty (40) 40 hours in a work week. A bargaining unit employee may have a maximum balance of eighty (80) 80 hours of compensatory time. Once an employee reaches eighty (80) 80 hours of accrued compensatory leave, hours worked in excess of the standard work week shall be compensated with monetary overtime payments. Requests for the use of earned compensatory leave shall be consistent with the procedures used to request other forms of accumulated leave, e.g., annual and personal leave. Such compensatory leave requests shall not be unreasonably denied by the supervisor. On December 31 of each calendar year, the University may provide bargaining unit employees with monetary payments for unused compensatory leave. Upon separation from fmm the University, the employee shall be paid for the unused compensatory leave.

OVERTIME AND COMPENSATORY LEAVE. ‌ A bargaining unit employee shall be compensated for work performed in excess of a standard workweek by overtime payment or compensatory leave. Before working the approved overtime, the employee shall make a choice of whether to receive monetary compensation or compensatory leave, if compensatory time is offered by the employee’s supervisor. The offer of compensatory time shall be at the sole discretion of the supervisor. The bargaining unit employee shall notify his or her supervisor of their decision concerning the method of compensation in writing. Failure to provide written notice of the method of compensation shall result in the employee receiving monetary compensation for overtime worked. If the employee chooses to receive monetary payment for overtime, the University shall assure that the employee receives monetary payment for overtime in accordance with this section. The University shall assure that the employee earns compensatory leave and overtime compensation at the rate of 1½ times for each hour worked in excess of forty (40) hours in a work week. A bargaining unit employee may have a maximum balance of eighty (80) hours of compensatory time. Once an employee reaches eighty (80) hours of accrued compensatory leave, hours worked in excess of the standard work week shall be compensated with monetary overtime payments. Requests for the use of earned compensatory leave shall be consistent with the procedures used to request other forms of accumulated leave, e.g., annual and personal leave. Such compensatory leave requests shall not be unreasonably denied by the supervisor. On December 31 of each calendar year, the University may provide bargaining unit employees with monetary payments for unused compensatory leave. Upon separation from the University, the employee shall be paid for the unused compensatory leave.