Common use of WHEN COMPENSATING TIME OFF MAY BE TAKEN OR PAID Clause in Contracts

WHEN COMPENSATING TIME OFF MAY BE TAKEN OR PAID. Compensating time off may be accrued to a maximum of 80 hours, and any employee who has accumulated 80 hours of compensatory time off shall be paid in cash for all subsequent overtime worked until such time as the employee's compensating time off balance is reduced below 80 hours. Notwithstanding the foregoing, an employee may exceed the 80 hour maximum when an emergency or other unusual circumstances exist and the Agency/Department has obtained approval of the County Administrator's Office to grant compensating time off in excess of 80 hours, but in no event to exceed 240 hours. Scheduling of compensating time off shall be by mutual agreement of the employee and the Agency/Department Head provided that the Agency/Department Head may require that an employee adjust his/her workweek in order to avoid overtime penalties. An employee covered by the overtime provisions of the Fair Labor Standards Act who has accrued compensating time off in accordance with this subsection shall upon separation from County service be paid for unused compensating time off at a rate of compensation not less than the average regular rate, as defined above, received by such employee during the last three (3) years of employment or the final regular rate received by such employee, whichever is higher. An employee shall be paid off for any unused compensating time off, up to a maximum of 80 hours, upon resignation/reinstatement, transfer from a regular position to a SAN position, or transfer to another agency/department. An employee shall be paid off for any unused compensating time off, up to a maximum of 80 hours, prior to appointment from an FLSA non-exempt position to an FLSA exempt position.

WHEN COMPENSATING TIME OFF MAY BE TAKEN OR PAID. Compensating time off may be accrued to a maximum of 80 eighty (80) hours, and any employee who has accumulated 80 eighty (80) hours of compensatory time off shall be paid in cash for all subsequent overtime worked until such time as the employee's compensating time off balance is reduced below 80 eighty (80) hours. Notwithstanding the foregoing, an employee may exceed the 80 eighty (80) hour maximum when an emergency or other unusual circumstances exist and the Agency/Department has obtained approval of the County Administrator's Office to grant compensating time off in excess of 80 eighty (80) hours, but in no event to exceed 240 two hundred forty (240) hours. Scheduling of compensating time off shall be by mutual agreement of the employee and the Agency/Department Head provided that the Agency/Department Head may require that an employee adjust his/her workweek in order to avoid overtime penalties. An employee covered by the overtime provisions of the Fair Labor Standards Act who has accrued compensating time off in accordance with this subsection shall upon separation from County service be paid for unused compensating time off at a rate of compensation not less than the average regular rate, as defined above, received by such employee during the last three (3) years of employment or the final regular rate received by such employee, whichever is higher. An employee shall be paid off for any unused compensating time off, up to a maximum of 80 eighty (80) hours, upon resignation/reinstatement, transfer from a regular position to a SAN position, or transfer to another agency/department. An employee shall be paid off for any unused compensating time offtime, up to a maximum of 80 eighty (80) hours, prior to appointment from an FLSA non-exempt position to an FLSA exempt position.

WHEN COMPENSATING TIME OFF MAY BE TAKEN OR PAID. Compensating time off may be accrued to a maximum of 80 eighty (80) hours, and any employee who has accumulated 80 eighty (80) hours of compensatory time off shall be paid in cash for all subsequent overtime worked until such time as the employee's compensating time off balance is reduced below 80 eighty (80) hours. Notwithstanding the foregoing, an employee may exceed the 80 eighty (80) hour maximum when an emergency or other unusual circumstances exist and the Agency/Department has obtained approval of the County Administrator's Office to grant compensating time off in excess of 80 eighty (80) hours, but in no event to exceed 240 two hundred forty (240) hours. Scheduling of compensating time off shall be by mutual agreement of the employee and the Agency/Department Head provided that the Agency/Department Head may require that an employee adjust his/her workweek in order to avoid overtime penalties. An employee covered by the overtime provisions of the Fair Labor Standards Act who has accrued compensating time off in accordance with this subsection shall upon separation from County service be paid for unused compensating time off at a rate of compensation not less than the average regular rate, as defined above, received by such employee during the last three (3) years of employment or the final regular rate received by such employee, whichever is higher. An employee shall be paid off for any unused compensating time off, up to a maximum of 80 eighty (80) hours, upon resignation/reinstatement, transfer from a regular position to a SAN position, or transfer to another agency/department. An employee shall be paid off for any unused compensating time off, up to a maximum of 80 eighty (80) hours, prior to appointment from an FLSA non-exempt position to an FLSA exempt position.

WHEN COMPENSATING TIME OFF MAY BE TAKEN OR PAID. 1. Compensating time off earned on or after April 15, 1986 may be accrued to a maximum of 80 hours, and any employee who has accumulated 80 hours of compensatory time off shall be paid in cash for all subsequent overtime worked until such time as the employee's compensating time off balance is reduced below 80 hours. Notwithstanding the foregoing, an employee may exceed the 80 hour maximum when an emergency or other unusual circumstances circumstance exist and the Agencydepartment/Department agency has obtained approval of the County Administrator's Office to grant compensating time off in excess of 80 hours, but in no event to exceed 240 hours. Scheduling of compensating time off shall be by mutual agreement of the employee and the Agency/Department Head provided that the Agencyagency/Department Head department may require that an employee adjust his/her workweek work week in order to avoid overtime penalties. An employee covered by the overtime provisions of the Fair Labor Standards Act who has accrued compensating time off in accordance with this subsection shall upon separation from County service be paid for unused compensating time off at a rate of compensation not less than the average regular rate, as defined above, received by such employee during the last three (3) years of employment or the final regular rate received by such employee, whichever is higher. An employee shall be paid off for any unused in lieu and/or compensating time off, up to a maximum of 80 hours, upon resignation/reinstatement, transfer from a regular position to a SAN position, reinstatement or transfer to another agency/department. An employee shall be paid off for any unused in lieu and/or compensating time off, up to a maximum of 80 hours, prior to appointment from an FLSA non-exempt a position which is eligible to an FLSA exempt positionaccrue compensatory or in lieu time off to one which is not eligible to accrue compensatory or in lieu time off. Effective two full pay periods following adoption by the Board of Supervisors the 80 hour maximum accrual shall be increased to 100 hours.

WHEN COMPENSATING TIME OFF MAY BE TAKEN OR PAID. Compensating time off earned on or after April 15, 1986 may be accrued to a maximum of 80 hours, and any employee who has accumulated 80 hours of compensatory time off shall be paid in cash for all subsequent overtime worked until such time as the employee's compensating time off balance is reduced below 80 hours. Notwithstanding the foregoing, an employee may exceed the 80 hour maximum when an emergency or other unusual circumstances exist and the Agency/Department has obtained approval of the County Administrator's Office to grant compensating time off in excess of 80 hours, but in no event to exceed 240 hours. Scheduling of compensating time off shall be by mutual agreement of the employee and the Agency/Department Head provided that the Agency/Department Head may require that an employee adjust his/her workweek in order to avoid overtime penalties. An employee covered by the overtime provisions of the Fair Labor Standards Act who has accrued compensating time off in accordance with this subsection shall upon separation from County service be paid for unused compensating time off at a rate of compensation not less than the average regular rate, as defined above, received by such employee during the last three (3) years of employment or the final regular rate received by such employee, whichever is higher. An employee shall employee, at his/her option, may request to be paid off for any unused compensating time off, up to a maximum of 80 hours, upon resignation/reinstatement, transfer from a regular position to a SAN position, reinstatement or transfer to another agency/department. An employee shall be paid off for any unused compensating time off, up to a maximum of 80 hours, prior to appointment from an FLSA non-exempt position to an FLSA exempt position.

WHEN COMPENSATING TIME OFF MAY BE TAKEN OR PAID. 1. Compensating time off earned on or after April 15, 1986 may be accrued to a maximum of 80 100 hours, and any employee who has accumulated 80 100 hours of compensatory time off shall be paid in cash for all subsequent overtime worked until such time as the employee's compensating time off balance is reduced below 80 100 hours. Notwithstanding the foregoing, an employee may exceed the 80 100 hour maximum when an emergency or other unusual circumstances circumstance exist and the Agencydepartment/Department agency has obtained approval of the County Administrator's Office to grant compensating time off in excess of 80 hours, but in no event to exceed 240 100 hours. Scheduling of compensating time off shall be by mutual agreement of the employee and the Agency/Department Head provided that the Agencyagency/Department Head department may require that an employee adjust his/her workweek work week in order to avoid overtime penalties. An employee covered by the overtime provisions of the Fair Labor Standards Act who has accrued compensating time off in accordance with this subsection shall upon separation from County service be paid for unused compensating time off at a rate of compensation not less than the average regular rate, as defined above, received by such employee during the last three (3) years of employment or the final regular rate received by such employee, whichever is higher. An employee shall be paid off for any unused in lieu and/or compensating time off, up to a maximum of 80 100 hours, upon resignation/reinstatement, transfer from a regular position to a SAN position, reinstatement or transfer to another agency/department. An employee shall be paid off for any unused in lieu and/or compensating time off, up to a maximum of 80 100 hours, prior to appointment from an FLSA non-exempt a position which is eligible to an FLSA exempt positionaccrue compensatory or in lieu time off to one which is not eligible to accrue compensatory or in lieu time off.

WHEN COMPENSATING TIME OFF MAY BE TAKEN OR PAID. Compensating time off earned on or after April 15, 1986 may be accrued to a maximum of 80 hours, and any employee who has accumulated 80 hours of compensatory time off shall be paid in cash for all subsequent overtime worked until such time as the employee's compensating time off balance is reduced below 80 hours. Notwithstanding the foregoing, an employee may exceed the 80 hour maximum when an emergency or other unusual circumstances exist and the Agency/Department has obtained approval of the County Administrator's Office to grant compensating time off in excess of 80 hours, but in no event to exceed 240 hours. Scheduling of compensating time off shall be by mutual agreement of the employee and the Agency/Department Head provided that the Agency/Department Head may require that an employee adjust his/her workweek in order to avoid overtime penalties. An employee covered by the overtime provisions of the Fair Labor Standards Act who has accrued compensating time off in accordance with this subsection shall upon separation from County service be paid for unused compensating time off at a rate of compensation not less than the average regular rate, as defined above, received by such employee during the last three (3) years of employment or the final regular rate received by such employee, whichever is higher. An employee employee, shall be paid off for any unused compensating time off, up to a maximum of 80 hours, upon resignation/reinstatement, transfer from a regular position to a SAN position, or transfer to another agency/department. An employee shall be paid off for any unused compensating time off, up to a maximum of 80 hours, prior to appointment from an FLSA non-exempt position to an FLSA exempt position.

WHEN COMPENSATING TIME OFF MAY BE TAKEN OR PAID. Compensating time off earned on or after April 15, 1986 may be accrued to a maximum of 80 hours, and any employee who has accumulated 80 hours of compensatory time off shall be paid in cash for all subsequent overtime worked until such time as the employee's compensating time off balance is reduced below 80 hours. Notwithstanding the foregoing, an employee may exceed the 80 hour maximum when an emergency or other unusual circumstances exist and the Agency/Department has obtained approval of the County Administrator's Office to grant compensating time off in excess of 80 hours, but in no event to exceed 240 hours. Scheduling of compensating time off shall be by mutual agreement of the employee and the Agency/Department Head provided that the Agency/Department Head may require that an employee adjust his/her workweek in order to avoid overtime penalties. An employee covered by the overtime provisions of the Fair Labor Standards Act who has accrued compensating time off in accordance with this subsection shall upon separation from County service be paid for unused compensating time off at a rate of compensation not less than the average regular rate, as defined above, received by such employee during the last three (3) years of employment or the final regular rate received by such employee, whichever is higher. An employee shall be paid off for any unused compensating time off, up to a maximum of 80 hours, upon resignation/reinstatement, transfer from a regular position to a SAN position, or transfer to another agency/department. An employee shall be paid off for any unused compensating time off, up to a maximum of 80 hours, prior to appointment from an FLSA non-exempt position to an FLSA exempt position.

WHEN COMPENSATING TIME OFF MAY BE TAKEN OR PAID. Compensating time off Effective February 7, 2021, Compensatory Time Off (“CTO”) earned may be accrued to a maximum of 80 120 hours, and any employee who has accumulated 80 120 hours of compensatory time off CTO shall be paid in cash for all subsequent overtime worked until such time as the employee's compensating time off CTO balance is reduced below 80 hours. Notwithstanding the foregoing, an employee may exceed the 80 hour maximum when an emergency or other unusual circumstances exist and the Agency/Department has obtained approval of the County Administrator's Office to grant compensating time off in excess of 80 hours, but in no event to exceed 240 120 hours. Scheduling of compensating time off CTO shall be by mutual agreement of the employee and the Agency/Department Head provided that the Agencyagency/Department Head department may require that an employee adjust his/her workweek work week in order to avoid overtime penalties. An employee covered by the overtime provisions of the Fair Labor Standards Act who has accrued compensating time off CTO in accordance with this subsection shall upon separation from County service be paid for unused compensating time off CTO at a rate of compensation not less than the average regular rate, as defined above, received by such employee during the last three (3) years of employment or the final regular rate received by such employee, whichever is higher. An employee shall be paid off for any unused compensating time offin lieu and/or CTO, up to a maximum of 80 120 hours, upon resignation/reinstatement, transfer from a regular position to a SAN position, reinstatement or transfer to another agency/department. An employee shall be paid off for any unused compensating time offin lieu and/or CTO, up to a maximum of 80 120 hours, prior to appointment from an FLSA non-exempt a position which is eligible to an FLSA exempt positionaccrue compensatory or in lieu time off to one which is not eligible to accrue compensatory or in lieu time off.