Overtime Compensation for FLSA Non-Exempt Employees a) All overtime work must be approved by a Department Head or their designee, prior to the performance of such work. The County will pay overtime in accordance with the Fair Labor Standards Act (FLSA) as long as said act has legal force and effect over the County.
b) For non-exempt employees, all hours actually worked over forty (40) hours in any work week will be compensated at one-and-one-half times their regular rate of pay, in the form of pay or compensatory time, at the employee’s discretion, in accordance with department specific practices for such designation.
c) For non-exempt employees working less than a forty (40) hour work week, all hours worked over their standard scheduled hours and up to forty (40) hours will be earned as straight time compensatory time. If the hours worked in a work week exceed forty (40), by default, compensation will be in the form of pay, at a rate of one-and-one-half times an employees regular rate of pay, A signed agreement may be made between an employee and their Department Head for the time worked over forty (40) hours in a work week to be accrued as compensatory time, equal in value to one-and-one-half times the employee’s regular rate of pay.
d) Compensatory time may be accumulated to a maximum of the equivalent of three (3) weeks of regularly scheduled work week hours, with the exception of employees holding the title of Emergency Services Dispatcher and Senior Emergency Services Dispatcher, who can accrue compensatory time off up to a maximum of the equivalent of four (4) weeks of regularly scheduled work week hours.
e) When it is impracticable to grant compensatory time off within a reasonable period, the Department Head may recommend that payment be made through the County's overtime approval process, upon approval of the Legislative Committee responsible for the Personnel function.
f) Payment beyond the provisions of the Fair Labor Standards Act may be provided for in this contract.
Overtime Compensation for FLSA Non-Exempt Employees a) All overtime must be prior approved by a department head or his/her designee. The County will pay overtime in accordance with the Fair Labor Standards Act as long as said act has legal force and effect over the County. Payment beyond the provisions of the Fair Labor Standards Act may be provided for in this contract. All paid hours will be counted when computing overtime.
b) Except for emergency situations, no employee shall work overtime unless overtime is necessary, and said employee has obtained prior approval by the appropriate Department Head or their designee.
c) For non-exempt employees, by default, per FLSA, time and a half will be paid for all hours worked over 40 in any workweek. A signed agreement may be made between the employee(s) and their department head or designee for the time worked over 40 hours to be accrued at time and one half compensatory time.
d) For non-exempt employees working less than a 40-hour workweek, all hours worked over their scheduled hours and up to 40 hours will be earned as straight time compensatory time.
e) If the hours worked in the workweek exceed 40, by default, time and one half will be paid for all hours worked over 40 in any workweek. A signed agreement may be made between the employee and their department head or designee for the time worked over 40 hours to be accrued at time and one half compensatory time. Compensatory time off may be accumulated to a maximum of the equivalent of three (3) weeks of regularly scheduled workweek hours, with the exception of Emergency Services Dispatchers and Senior Emergency Services Dispatchers who can accrue compensatory time off to a maximum of the equivalent of four weeks of regularly scheduled workweek hours.
f) The employee is responsible to request and obtain approval to take accrued compensatory time off. An employee may suggest to their Department Head or their designee up to three (3) dates during which the employee would like to use their accrued compensatory time. The Department head will give consideration to the employee’s suggested dates and show a good faith effort to grant said time off as requested by the employee. The sole and final responsibility for approval of compensatory time off remains the prerogative of the Department Head.
g) When it is impractical to grant compensatory time off within a reasonable period, the Department Head or their designee may recommend that the employee be paid for overtime work.
Overtime Compensation for FLSA Non-Exempt Employees a) All overtime must be prior approved by a department head or designee. The County will pay overtime in accordance with the Fair Labor Standards Act as long as said act has legal force and effect over the County. Payment beyond the provisions of the Fair Labor Standards Act may be provided for in this contract. All paid hours will be counted when computing overtime. A signed agreement may be made between the employee(s) and their department head or designee for the time worked over 40 hours to be accrued at time and one half compensatory time.
b) Except for emergency situations, no employee shall work overtime unless overtime is necessary, and said employee has obtained prior approval by the appropriate Department Head or their designee.
c) For non-exempt employees working less than a 40-hour workweek, all hours worked over their scheduled hours and up to 40 hours will be earned as straight time compensatory time.
d) Compensatory time off may be accumulated to a maximum of the equivalent of three (3) weeks.
e) The employee is responsible to request and obtain approval to take accrued compensatory time off. An employee may suggest to their Department Head or their designee up to three (3) dates during which the employee would like to use their accrued compensatory time. The Department head will give consideration to the employee’s suggested dates and show a good faith effort to grant said time off as requested by the employee. The sole and final responsibility for approval of compensatory time off remains the prerogative of the Department Head.
f) When it is impractical to grant compensatory time off within a reasonable period, the Department Head or their designee may recommend that the employee be paid for overtime work.
