Common use of Overtime Work and Compensation Clause in Contracts

Overtime Work and Compensation. A. This Section is intended only to provide the basis for the calculation of and payment for overtime and shall not be construed as a guarantee of hours of work per day or per pay period. B. Full-time employees' overtime is authorized or ordered work, actually worked by an employee, which is in excess of the employee's regularly scheduled work period. No full-time employee will be paid overtime unless he/she works more than eighty (80) hours in any work period. When a mutually-agreeable irregular work schedule is adopted as the employee's routine work schedule, and such schedule results in the employee working more, or less, than forty (40) hours in a week, but which schedule totals eighty (80) hours in a biweekly pay period, the hours worked in the weeks which exceed forty (40) hours shall not be considered overtime. When the appointing authority establishes a work schedule which results in the employee working more than eighty (80) hours in a work period, the hours actually worked in the work period which exceed eighty (80) hours but are less than eighty-five (85) hours shall be considered straight time overtime; hours actually worked in the work period which exceed eighty-five (85) hours shall be considered time and one-half overtime and shall be paid at time and one-half. Permanent part-time employees' overtime is authorized or ordered work, actually worked by an employee, which is in excess of eighty (80) hours per work period. When a mutually-agreeable irregular work schedule is adopted as the employee's routine work schedule, and such schedule results in the employee working more, or less, than forty (40) hours in a week, but which schedule totals eighty (80) hours in a biweekly pay period, the hours worked in the weeks which exceed forty (40) hours shall not be considered overtime. When the appointing authority establishes a work schedule which results in the employee working more than eighty (80) hours in a work period, the hours actually worked in the work period which exceed eighty hours shall be considered overtime. Prior authorization of the employee's immediate supervisor shall be required to the extent feasible prior to overtime work. Absent prior authorization to work overtime, the employee shall provide justification for: 1. Not receiving prior authorization, and 2. The need for overtime work. Notwithstanding any other policy, practice, rule, regulation or Memorandum of Agreement provision to the contrary, any absence including, but not limited to, paid sick leave, leave without pay, bereavement leave, vacation, holiday, jury duty, reporting for a draft board, compensatory time off for the investigation, preparation or presentation of a grievance, or other release time granted for an employee to engage in lawful employee organization activity, or unpaid work furlough or any other paid or unpaid time off which may be infrequent, sporadic or unpredictable, shall not be counted as hours actually worked during a work period when establishing eligibility for any type of overtime compensation. Computation of overtime shall be based on the employee's regular rate of pay. This hourly rate shall include the base rate for the employee's classification plus all differentials or bonus rates to which the employee would be entitled for the overtime work performed. Compensation is defined as either cash payment or compensatory time off, or a combination of cash payment and compensatory time off, in accordance with the overtime code established for the employee's class. Employees shall have their overtime hours computed as follows: Actual work performed in excess of eighty (80) hours to a maximum of eighty-five

Overtime Work and Compensation. A. This Section is intended only to provide the basis for the calculation of and payment for overtime and shall not be construed as a guarantee of hours of work per day or per pay period. B. Full-time and permanent part-time employees' overtime is authorized or ordered work, actually worked by an employee, which is in excess of the employee's full regularly scheduled work period, as defined in Article 5, Section 1.B.1 and 1.B.2 of this Agreement. No full-time or permanent part-time employee will be paid overtime unless he/she actually works more than eighty (80) the total number of hours in any the full (40, 80 or more) work periodperiod as defined hereinabove. When The appointing authority shall assure that all overtime is distributed in a mutuallyfair and equitable manner. C. Employees will be given as much notice as possible when working non-emergent overtime. D. The decision to pay for overtime worked in cash or compensatory time off shall be at the reasonable discretion of the appointing authority. Employees may request in advance their preference for cash or compensatory time off. The appointing authority shall grant the request if it meets the operational and/or funding needs of the Department. The decision of the Appointing Authority or Designee is final. An employee shall not be denied overtime opportunities due to requested preferences made pursuant to this section. For employees in exempt classes, (overtime designator "E"), when a mutually- agreeable irregular work schedule is adopted as the employee's routine work schedule, and such schedule results in the employee working more, or less, than forty (40) hours in a week, but which schedule totals eighty (80) hours in a biweekly pay period, the hours worked in the weeks which exceed forty (40) hours shall not be considered overtime. When overtime in accordance with the appointing authority establishes a work schedule which results in the employee working more than eighty (80) hours in a work period, the hours actually worked in the definition of work period which exceed eighty (80) hours but are less than eighty-five (85) hours shall be considered straight time overtime; hours actually worked in the work period which exceed eighty-five (85) hours shall be considered time and one-half overtime and shall be paid at time and one-half. Permanent part-time employees' overtime is authorized or ordered work, actually worked by an employee, which is in excess of eighty (80) hours per work period. When a mutually-agreeable irregular work schedule is adopted as the employee's routine work schedule, and such schedule results in the employee working more, or less, than forty (40) hours in a week, but which schedule totals eighty (80) hours in a biweekly pay period, the hours worked in the weeks which exceed forty (40) hours shall not be considered overtime. When the appointing authority establishes a work schedule which results in the employee working more than eighty (80) hours in a work period, the hours actually worked in the work period which exceed eighty hours shall be considered overtime. Prior authorization of the employee's immediate supervisor shall be required to the extent feasible prior to overtime work. Absent prior authorization to work overtime, the employee shall provide justification for: 1. Not receiving prior authorization, and 2. The need for overtime work. Notwithstanding any other policy, practice, rule, regulation or Memorandum of Agreement provision to the contrary, any absence including, but not limited to, paid sick leave, leave without pay, bereavement leave, vacation, holiday, jury duty, reporting for a draft board, compensatory time off for the investigation, preparation or presentation of a grievance, or other release time granted for an employee to engage in lawful employee organization activity, or unpaid work furlough or any other paid or unpaid time off which may be infrequent, sporadic or unpredictable, shall not be counted as hours actually worked during a work period when establishing eligibility for any type of overtime compensationhereinabove. Computation of overtime shall be based on the employee's regular rate of pay. This hourly regular rate shall include the base rate for the employee's classification plus all differentials or bonus rates to which the employee would be entitled for the overtime work performed. Compensation is defined as either cash payment or compensatory time off, or a combination of cash payment and compensatory time off, in accordance with the overtime code established for the employee's class. Employees shall have their overtime hours computed as follows: Actual work performed in excess of eighty (80) hours to a maximum of eighty-five.

Overtime Work and Compensation. A. This Section is intended only In emergencies, the employer may prescribe reasonable periods of overtime work to provide meet operational needs. Employees on hourly rates shall be compensated for authorized overtime work by payment at time and one-half (1 1/2). Work on a Sunday will be paid at two times the basis hourly rate. Overtime for the calculation purpose of and payment for overtime and this paragraph shall not be construed defined as a guarantee of all hours of work per day or per pay period. B. Full-time employees' overtime is authorized or ordered work, actually worked by an employee, which is in excess of the employee's regularly scheduled work period. No full-time employee will be paid overtime unless he/she works more than eighty (80) hours in any work period. When a mutually-agreeable irregular work schedule is adopted as the employee's routine work schedule, and such schedule results in the employee working more, or less, than forty (40) hours in any week. For pay purposes the work week of the employer runs midnight Sunday of one (1) week to midnight Sunday of the next week. For purposes of describing "hours worked" in this paragraph, hours allowed for paid leave shall count as hours worked. If the employer assigns an employee to perform work beyond his/her regular work week in any other classification within the bargaining unit, the employee shall receive a rate of pay at time and one-half (1 1/2) for performing this work, provided there is no unpaid leave in that work week, but which schedule totals eighty . If an employee works overtime of one (801) hours hour or more in a biweekly pay periodday, he/she shall not have any other work day hours reduced, with the exception of an extended work week for a district event (extended work week is when an employee is assigned to work a non-contracted event in exchange for a regularly scheduled day), to avoid the payment of overtime, provided there is no unpaid leave in that work week. When an employee is required to perform routine work related to special events (Those events that are contracted with an outside entity and not a routine, rescheduled, regular school event, or State sanctioned event as determined by the District), they shall be paid at one and one-half (1 1/2) times their rate of pay, provided there is no unpaid leave in that work week. In making these assignments, they will be rotated in order of seniority within their regularly assigned building or area on an equal basis in amount of hours. If the building assignment is incomplete, the hours worked assignment shall be in order of seniority, based upon qualifications, ability, experience and training; however, if no employee accepts the overtime, the least senior employee in the weeks bargaining unit shall be required to perform the work. There shall be no pyramiding of overtime in that any hours for which exceed overtime or premium has been paid, will not be included, or counted as hours worked, for the purpose of determining further overtime or further premium pay under this agreement. A change in work schedule or trade-off of work assignments or other rescheduling work assignments requested by the employee, when approved by the employer, which results in work assignments within a work week in addition to the regularly scheduled forty (40) hours hour week of an employee, shall not be considered overtime. When An employee shall have the appointing authority establishes right to change a work schedule which results in day with another employee on the same shift upon their mutual agreement, and with the approval of the employer. In cases where an employee working more than eighty (80) hours in a work periodchanged days with another employee, the hours actually worked in employer shall not be obligated to pay overtime and the work period which exceed eighty (80) hours but are less than eighty-five (85) hours trade shall be considered straight time overtime; hours actually worked in limited to the work period which exceed eighty-five (85) hours shall be considered time same shift and one-half overtime the same classification and qualifications. The traded day shall be paid at time and one-half. Permanent part-time employees' overtime is authorized or ordered work, actually worked by an employee, which is in excess of eighty (80) hours per work period. When a mutually-agreeable irregular work schedule is adopted as the employee's routine work schedule, and such schedule results in the employee working more, or less, than forty (40) hours in a week, but which schedule totals eighty (80) hours in a biweekly pay period, the hours worked in the weeks which exceed forty (40) hours shall not be considered overtime. When the appointing authority establishes a work schedule which results in the employee working more than eighty (80) hours in a work period, the hours actually worked in the work period which exceed eighty hours shall be considered overtime. Prior authorization of the employee's immediate supervisor shall be required to the extent feasible prior to overtime work. Absent prior authorization to work overtime, the employee shall provide justification for: 1. Not receiving prior authorization, and 2. The need for overtime work. Notwithstanding any other policy, practice, rule, regulation or Memorandum of Agreement provision to the contrary, any absence including, but not limited to, paid sick leave, leave without pay, bereavement leave, vacation, holiday, jury duty, reporting for a draft board, compensatory time off for the investigation, preparation or presentation of a grievance, or other release time granted for an employee to engage in lawful employee organization activity, or unpaid work furlough or any other paid or unpaid time off which may be infrequent, sporadic or unpredictable, shall not be counted as hours actually worked during a work period when establishing eligibility for any type of overtime compensation. Computation of overtime shall be based on the employee's regular rate of pay. This hourly rate shall include the base rate for the employee's classification plus all differentials or bonus rates to which the employee would be entitled for the overtime work performed. Compensation is defined as either cash payment or compensatory time off, or a combination of cash payment and compensatory time off, in accordance back with the overtime code established for the employee's class. Employees shall have their overtime hours computed as follows: Actual work performed in excess of eighty (80) hours to a maximum of eighty-fivesame pay week period.

Overtime Work and Compensation. ‌ A. This Section is intended only to provide the basis for the calculation of and payment for overtime and shall not be construed as a guarantee of hours of work per day or per pay period. B. Full-time and permanent part-time employees' overtime is authorized or ordered work, actually worked by an employee, which is in excess of the employee's full regularly scheduled work period, as defined in Article 5, Section 1.B.1 and 1.B.2 of this Agreement. No full-time or permanent part-time employee will be paid overtime unless he/she actually works more than eighty (80) the total number of hours in any the full (40, 80 or more) work periodperiod as defined hereinabove. When The appointing authority shall assure that all overtime is distributed in a mutuallyfair and equitable manner. C. Employees will be given as much notice as possible when working non-emergent overtime. D. The decision to pay for overtime worked in cash or compensatory time off shall be at the reasonable discretion of the appointing authority. Employees may request in advance their preference for cash or compensatory time off. The appointing authority shall grant the request if it meets the operational and/or funding needs of the Department. The decision of the Appointing Authority or Designee is final. An employee shall not be denied overtime opportunities due to requested preferences made pursuant to this section. For employees in exempt classes, (overtime designator "E"), when a mutually- agreeable irregular work schedule is adopted as the employee's routine work schedule, and such schedule results in the employee working more, or less, than forty (40) hours in a week, but which schedule totals eighty (80) hours in a biweekly pay period, the hours worked in the weeks which exceed forty (40) hours shall not be considered overtime. When the appointing authority establishes a work schedule which results in the employee working more than eighty (80) hours in a work period, the hours actually worked in the work period which exceed eighty (80) hours but are less than eighty-five (85) hours shall be considered straight time overtime; hours actually worked in the work period which exceed eighty-five (85) hours shall be considered time and one-half overtime and shall be paid at time and one-half. Permanent part-time employees' overtime is authorized or ordered work, actually worked by an employee, which is in excess of eighty (80) hours per work period. When a mutually-agreeable irregular work schedule is adopted as the employee's routine work schedule, and such schedule results in the employee working more, or less, than forty (40) hours in a week, but which schedule totals eighty (80) hours in a biweekly pay period, the hours worked in the weeks which exceed forty (40) hours shall not be considered overtime. When the appointing authority establishes a work schedule which results in the employee working more than eighty (80) hours in a work period, the hours actually worked in the work period which exceed eighty hours shall be considered overtime. Prior authorization of the employee's immediate supervisor shall be required to the extent feasible prior to overtime work. Absent prior authorization to work overtime, the employee shall provide justification for: 1. Not receiving prior authorization, and 2. The need for overtime work. Notwithstanding any other policy, practice, rule, regulation or Memorandum of Agreement provision to the contrary, any absence including, but not limited to, paid sick leave, leave without pay, bereavement leave, vacation, holiday, jury duty, reporting for a draft board, compensatory time off for the investigation, preparation or presentation of a grievance, or other release time granted for an employee to engage in lawful employee organization activity, or unpaid work furlough or any other paid or unpaid time off which may be infrequent, sporadic or unpredictable, shall not be counted as hours actually worked during a work period when establishing eligibility for any type of overtime compensation. Computation of overtime shall be based on the employee's regular rate of pay. This hourly rate shall include the base rate for the employee's classification plus all differentials or bonus rates to which the employee would be entitled for the overtime work performed. Compensation is defined as either cash payment or compensatory time off, or a combination of cash payment and compensatory time off, in accordance with the overtime code established for the employee's class. Employees shall have their overtime hours computed as follows: Actual definition of work performed in excess of eighty (80) hours to a maximum of eighty-fiveperiod hereinabove.

Overtime Work and Compensation. ‌ A. This Section is intended only to provide the basis for the calculation of and payment for overtime and shall not be construed as a guarantee of hours of work per day or per pay period. B. Full-time and permanent part-time employees' overtime is authorized or ordered work, actually worked by an employee, which is in excess of the employee's full regularly scheduled work period, as defined in Article 5, Section 1.B.1 and 1.B.2 of this Agreement. No full-time or permanent part-time employee will be paid overtime unless he/she they actually works more than eighty (80) the total number of hours in any the full (40, 80 or more) work periodperiod as defined hereinabove. When The appointing authority shall assure that all overtime is distributed in a mutuallyfair and equitable manner. C. Employees will be given as much notice as possible when working non-emergent overtime. D. The decision to pay for overtime worked in cash or compensatory time off shall be at the reasonable discretion of the appointing authority. Employees may request in advance their preference for cash or compensatory time off. The appointing authority shall grant the request if it meets the operational and/or funding needs of the Department. The decision of the Appointing Authority or Designee is final. An employee shall not be denied overtime opportunities due to requested preferences made pursuant to this section. For employees in exempt classes, (overtime designator "E"), when a mutually- agreeable irregular work schedule is adopted as the employee's routine work schedule, and such schedule results in the employee working more, or less, than forty (40) hours in a week, but which schedule totals eighty (80) hours in a biweekly pay period, the hours worked in the weeks which exceed forty (40) hours shall not be considered overtime. When the appointing authority establishes a work schedule which results in the employee working more than eighty (80) hours in a work period, the hours actually worked in the work period which exceed eighty (80) hours but are less than eighty-five (85) hours shall be considered straight time overtime; hours actually worked in the work period which exceed eighty-five (85) hours shall be considered time and one-half overtime and shall be paid at time and one-half. Permanent part-time employees' overtime is authorized or ordered work, actually worked by an employee, which is in excess of eighty (80) hours per work period. When a mutually-agreeable irregular work schedule is adopted as the employee's routine work schedule, and such schedule results in the employee working more, or less, than forty (40) hours in a week, but which schedule totals eighty (80) hours in a biweekly pay period, the hours worked in the weeks which exceed forty (40) hours shall not be considered overtime. When the appointing authority establishes a work schedule which results in the employee working more than eighty (80) hours in a work period, the hours actually worked in the work period which exceed eighty hours shall be considered overtime. Prior authorization of the employee's immediate supervisor shall be required to the extent feasible prior to overtime work. Absent prior authorization to work overtime, the employee shall provide justification for: 1. Not receiving prior authorization, and 2. The need for overtime work. Notwithstanding any other policy, practice, rule, regulation or Memorandum of Agreement provision to the contrary, any absence including, but not limited to, paid sick leave, leave without pay, bereavement leave, vacation, holiday, jury duty, reporting for a draft board, compensatory time off for the investigation, preparation or presentation of a grievance, or other release time granted for an employee to engage in lawful employee organization activity, or unpaid work furlough or any other paid or unpaid time off which may be infrequent, sporadic or unpredictable, shall not be counted as hours actually worked during a work period when establishing eligibility for any type of overtime compensation. Computation of overtime shall be based on the employee's regular rate of pay. This hourly rate shall include the base rate for the employee's classification plus all differentials or bonus rates to which the employee would be entitled for the overtime work performed. Compensation is defined as either cash payment or compensatory time off, or a combination of cash payment and compensatory time off, in accordance with the overtime code established for the employee's class. Employees shall have their overtime hours computed as follows: Actual definition of work performed in excess of eighty (80) hours to a maximum of eighty-fiveperiod hereinabove.

Overtime Work and Compensation. ‌ A. This Section is intended only to provide the basis for the calculation of and payment for overtime and shall not be construed as a guarantee of hours of work per day or per pay period. B. Full-time employees' overtime is authorized or ordered work, actually worked by an employee, which is in excess of the employee's regularly scheduled work period. No full-time employee will be paid overtime unless he/she works they work more than eighty (80) hours in any work period. When a mutually-agreeable irregular work schedule is adopted as the employee's routine work schedule, and such schedule results in the employee working more, or less, than forty (40) hours in a week, but which schedule totals eighty (80) hours in a biweekly pay period, the hours worked in the weeks which exceed forty (40) hours shall not be considered overtime. When the appointing authority establishes a work schedule which results in the employee working more than eighty (80) hours in a work period, the hours actually worked in the work period which exceed eighty (80) hours but are less than eighty-eighty- five (85) hours shall be considered straight time overtime; hours actually worked in the work period which exceed eighty-five (85) hours shall be considered time and one-half overtime and shall be paid at time and one-half. Permanent part-time employees' overtime is authorized or ordered work, actually worked by an employee, which is in excess of eighty (80) hours per work period. When a mutually-agreeable irregular work schedule is adopted as the employee's routine work schedule, and such schedule results in the employee working more, or less, than forty (40) hours in a week, but which schedule totals eighty (80) hours in a biweekly pay period, the hours worked in the weeks which exceed forty (40) hours shall not be considered overtime. When the appointing authority establishes a work schedule which results in the employee working more than eighty (80) hours in a work period, the hours actually worked in the work period which exceed eighty hours shall be considered overtime. Prior authorization of the employee's immediate supervisor shall be required to the extent feasible prior to overtime work. Absent prior authorization to work overtime, the employee shall provide justification for: 1. Not receiving prior authorization, and 2. The need for overtime work. Notwithstanding any other policy, practice, rule, regulation or Memorandum of Agreement provision to the contrary, any absence including, but not limited to, paid sick leave, leave without pay, bereavement leave, vacation, holiday, jury duty, reporting for a draft board, compensatory time off for the investigation, preparation or presentation of a grievance, or other release time granted for an employee to engage in lawful employee organization activity, or unpaid work furlough or any other paid or unpaid time off which may be infrequent, sporadic or unpredictable, shall not be counted as hours actually worked during a work period when establishing eligibility for any type of overtime compensation. Computation of overtime shall be based on the employee's regular rate of pay. This hourly rate shall include the base rate for the employee's classification plus all differentials or bonus rates to which the employee would be entitled for the overtime work performed. Compensation is defined as either cash payment or compensatory time off, or a combination of cash payment and compensatory time off, in accordance with the overtime code established for the employee's class. Employees shall have their overtime hours computed as follows: Actual work performed in excess of eighty (80) hours to a maximum of eighty-five

Overtime Work and Compensation. A. This Section is intended only In emergencies, the employer may prescribe reasonable periods of overtime work to provide meet operational needs. Employees on hourly rates shall be compensated for authorized overtime work by payment at time and one-half (1 1/2). Work on a Sunday will be paid at two times the basis hourly rate. Overtime for the calculation purpose of and payment for overtime and this paragraph shall not be construed defined as a guarantee of all hours of work per day or per pay period. B. Full-time employees' overtime is authorized or ordered work, actually worked by an employee, which is in excess of the employee's regularly scheduled work period. No full-time employee will be paid overtime unless he/she works more than eighty (80) hours in any work period. When a mutually-agreeable irregular work schedule is adopted as the employee's routine work schedule, and such schedule results in the employee working more, or less, than forty (40) hours in any week. For pay purposes the work week of the employer runs midnight Sunday of one (1) week to midnight Sunday of the next week. For purposes of describing "hours worked" in this paragraph, hours allowed for paid leave shall count as hours worked. If the employer assigns an employee to perform work beyond his/her regular work week in any other classification within the bargaining unit, the employee shall receive a rate of pay at time and one-half (1 1/2) for performing this work, provided there is no unpaid leave in that work week, but which schedule totals eighty . If an employee works overtime of one (801) hours hour or more in a biweekly pay periodday, he/she shall not have any other work day hours reduced, with the exception of an extended work week for a district event (extended work week is when an employee is assigned to work a non- contracted event in exchange for a regularly scheduled day), to avoid the payment of overtime, provided there is no unpaid leave in that work week. When an employee is required to perform routine work related to special events (Those events that are contracted with an outside entity and not a routine, rescheduled, regular school event, or State sanctioned event as determined by the District), they shall be paid at one and one-half (1 1/2) times their rate of pay, provided there is no unpaid leave in that work week. In making these assignments, they will be rotated in order of seniority within their regularly assigned building or area on an equal basis in amount of hours. If the building assignment is incomplete, the hours worked assignment shall be in order of seniority, based upon qualifications, ability, experience and training; however, if no employee accepts the overtime, the least senior employee in the weeks bargaining unit shall be required to perform the work. There shall be no pyramiding of overtime in that any hours for which exceed overtime or premium has been paid, will not be included, or counted as hours worked, for the purpose of determining further overtime or further premium pay under this agreement. A change in work schedule or trade-off of work assignments or other rescheduling work assignments requested by the employee, when approved by the employer, which results in work assignments within a work week in addition to the regularly scheduled forty (40) hours hour week of an employee, shall not be considered overtime. When An employee shall have the appointing authority establishes right to change a work schedule which results in day with another employee on the same shift upon their mutual agreement, and with the approval of the employer. In cases where an employee working more than eighty (80) hours in a work periodchanged days with another employee, the hours actually worked in employer shall not be obligated to pay overtime and the work period which exceed eighty (80) hours but are less than eighty-five (85) hours trade shall be considered straight time overtime; hours actually worked in limited to the work period which exceed eighty-five (85) hours shall be considered time same shift and one-half overtime the same classification and qualifications. The traded day shall be paid at time and one-half. Permanent part-time employees' overtime is authorized or ordered work, actually worked by an employee, which is in excess of eighty (80) hours per work period. When a mutually-agreeable irregular work schedule is adopted as the employee's routine work schedule, and such schedule results in the employee working more, or less, than forty (40) hours in a week, but which schedule totals eighty (80) hours in a biweekly pay period, the hours worked in the weeks which exceed forty (40) hours shall not be considered overtime. When the appointing authority establishes a work schedule which results in the employee working more than eighty (80) hours in a work period, the hours actually worked in the work period which exceed eighty hours shall be considered overtime. Prior authorization of the employee's immediate supervisor shall be required to the extent feasible prior to overtime work. Absent prior authorization to work overtime, the employee shall provide justification for: 1. Not receiving prior authorization, and 2. The need for overtime work. Notwithstanding any other policy, practice, rule, regulation or Memorandum of Agreement provision to the contrary, any absence including, but not limited to, paid sick leave, leave without pay, bereavement leave, vacation, holiday, jury duty, reporting for a draft board, compensatory time off for the investigation, preparation or presentation of a grievance, or other release time granted for an employee to engage in lawful employee organization activity, or unpaid work furlough or any other paid or unpaid time off which may be infrequent, sporadic or unpredictable, shall not be counted as hours actually worked during a work period when establishing eligibility for any type of overtime compensation. Computation of overtime shall be based on the employee's regular rate of pay. This hourly rate shall include the base rate for the employee's classification plus all differentials or bonus rates to which the employee would be entitled for the overtime work performed. Compensation is defined as either cash payment or compensatory time off, or a combination of cash payment and compensatory time off, in accordance back with the overtime code established for the employee's class. Employees shall have their overtime hours computed as follows: Actual work performed in excess of eighty (80) hours to a maximum of eighty-fivesame pay week period.

Overtime Work and Compensation. ‌ A. This Section is intended only to provide the basis for the calculation of and payment for overtime and shall not be construed as a guarantee of hours of work per day or per pay period. B. Full-time employees' overtime is authorized or ordered work, actually worked by an employee, which is in excess of the employee's regularly scheduled work period. No full-time employee will be paid overtime unless he/she works more than eighty (80) hours in any work period. When a mutually-agreeable irregular work schedule is adopted as the employee's routine work schedule, and such schedule results in the employee working more, or less, than forty (40) hours in a week, but which schedule totals eighty (80) hours in a biweekly pay period, the hours worked in the weeks which exceed forty (40) hours shall not be considered overtime. When the appointing authority establishes a work schedule which results in the employee working more than eighty (80) hours in a work period, the hours actually worked in the work period which exceed eighty (80) hours but are less than eighty-five (85) hours shall be considered straight time overtime; hours actually worked in the work period which exceed eighty-five (85) hours shall be considered time and one-half overtime and shall be paid at time and one-half. Permanent part-time employees' overtime is authorized or ordered work, actually worked by an employee, which is in excess of eighty (80) hours per work period. When a mutually-agreeable irregular work schedule is adopted as the employee's routine work schedule, and such schedule results in the employee working more, or less, than forty (40) hours in a week, but which schedule totals eighty (80) hours in a biweekly pay period, the hours worked in the weeks which exceed forty (40) hours shall not be considered overtime. When the appointing authority establishes a work schedule which results in the employee working more than eighty (80) hours in a work period, the hours actually worked in the work period which exceed eighty hours shall be considered overtime. Prior authorization of the employee's immediate supervisor shall be required to the extent feasible prior to overtime work. Absent prior authorization to work overtime, the employee shall provide justification for: 1. Not receiving prior authorization, and 2. The need for overtime work. Notwithstanding any other policy, practice, rule, regulation or Memorandum of Agreement provision to the contrary, any absence including, but not limited to, paid sick leave, leave without pay, bereavement leave, vacation, holiday, jury duty, reporting for a draft board, compensatory time off for the investigation, preparation or presentation of a grievance, or other release time granted for an employee to engage in lawful employee organization activity, or unpaid work furlough or any other paid or unpaid time off which may be infrequent, sporadic or unpredictable, shall not be counted as hours actually worked during a work period when establishing eligibility for any type of overtime compensation. Computation of overtime shall be based on the employee's regular rate of pay. This hourly rate shall include the base rate for the employee's classification plus all differentials or bonus rates to which the employee would be entitled for the overtime work performed. Compensation is defined as either cash payment or compensatory time off, or a combination of cash payment and compensatory time off, in accordance with the overtime code established for the employee's class. Employees shall have their overtime hours computed as follows: Actual work performed in excess of eighty (80) hours to a maximum of eighty-five