WHEN COMPENSATORY TIME OFF MAY BE TAKEN OR PAID Sample Clauses

WHEN COMPENSATORY TIME OFF MAY BE TAKEN OR PAID. Compensatory time off earned on or after January 23, 2011 may be accrued to a maximum of one hundred (100) hours, and any employee who has accumulated one-hundred (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 one hundred (100) hours. Notwithstanding the foregoing, an employee may exceed the one hundred (100) hour maximum when an emergency or other unusual circumstance exist and the department/agency has obtained approval of the County Administrator's Office to grant compensatory time off in excess of one hundred (100) hours. Scheduling compensating time off shall be by mutual agreement of the employee and the Agency/Department Head provided that the agency/department may require that an employee adjust their workweek in order to avoid overtime penalties.
Sample 1
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WHEN COMPENSATORY TIME OFF MAY BE TAKEN OR PAID. Compensatory time off may be accrued to a maximum of eighty (80) hours, and any employee who has accumulated eighty (80) hours of compensatory time off shall be paid in cash for all subsequent overtime worked until such time as the employee’s compensatory time off balance is reduced below eighty (80) hours. Notwithstanding the foregoing, an employee may exceed the eighty (80) hour maximum when an emergency or other unusual circumstance exists and the Department has obtained approval of the Chief Executive Officer or designee to grant compensatory time off in excess of eighty (80) hours. Scheduling of compensatory time off shall be by mutual agreement of the employee and the CNE/Department Manager or Designee provided that the CNE/Department Manager or Designee may require that an employee adjust his/her workweek in order to avoid overtime penalties. An employee who has accrued compensatory time off in accordance with this subsection shall upon separation from AHS service be paid for unused compensatory 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.
Sample 1
WHEN COMPENSATORY TIME OFF MAY BE TAKEN OR PAID. Compensatory time off accrued as of the effective date of this MOU shall be retained by employees who have such a balance, and may be used as provided below: 267. Scheduling of compensatory time off shall be by mutual agreement of the employee and the Department Head provided that the Department Head may require that an employee adjust his/her workweek in order to avoid overtime penalties.
Sample 1
WHEN COMPENSATORY TIME OFF MAY BE TAKEN OR PAID. Compensatory time off may be accrued to a maximum of eighty (80) hours, and any employee who has accumulated eighty (80) hours of compensatory time off shall be paid in cash for all subsequent overtime worked until such time as the employee's compensatory time off balance is reduced below eighty (80) hours. Notwithstanding the foregoing, an employee may exceed the 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 compensatory time off in excess of eighty (80) hours, but in no event to exceed two hundred forty (240) hours.‌ Scheduling of compensatory 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 their workweek in order to avoid overtime penalties. An employee covered by the overtime provisions of the Fair Labor Standards Act who has accrued compensatory time off in accordance with this subsection 7.I. (When Compensatory Time Off May Be Taken or Paid) shall upon separation from County service be paid for unused compensatory 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 for any unused compensatory time off, up to a maximum of eighty
Sample 1

Related to WHEN COMPENSATORY TIME OFF MAY BE TAKEN OR PAID

  • When Coverage May Be Chosen All employees must make their choice of employee medical and dental plans and choice of family coverage (if applicable) within sixty (60) calendar days of the date of initial employment in an insurance eligible position. The employee will automatically be enrolled in the basic life insurance coverage. Employees who become eligible for a full employer contribution must make their choice of employee or family medical and/or dental coverage within sixty (60) calendar days of becoming eligible. Employees who do not make an election within this period will have no coverage, and may not elect coverage until the next open enrollment period. An employee may change his or her medical or dental plan during the year if the employee changes to a new permanent residence or work location, and as a result of this change, the employee’s current plan is no longer available. When an employee receives notification of a work location change between the end of an open enrollment period and the beginning of the next insurance year, the employee may change her or his medical or dental plan within thirty (30) days of the date of the relocation under the same provisions accorded during the last open enrollment period. An employee or a retired employee, may also add dependent medical or dental coverage following the birth of a child or dependent grandchild, or following the adoption of a child without regard to the 30 day enrollment period. In addition, an employee or a retired employee may add family health or dental coverage within thirty (30) days of the following event:

  • Voluntary Time off Program The mandatory furlough provisions of Civil Service Commission Rule 120 shall not apply to covered employees.

  • Compensatory Time A Bargaining Unit member may choose to take compensatory time in lieu of overtime compensation if such choice is indicated during the tour of duty in which the overtime is worked. Compensatory time shall be credited to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½) hours for each overtime hour worked. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation to a maximum number of two hundred forty (240) hours. Once a Bargaining Unit member has reached the maximum hours of compensatory time as compensation for overtime hours worked, all additional overtime will be paid. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance of compensatory time carried over into the following year shall count towards the two hundred forty (240) hour cap in that year. Compensatory time off must be taken at a time agreeable to the Department and the Bargaining Unit member. Approval for compensatory time off shall not be unreasonably withheld. Compensatory time off should be requested as far in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request compensatory time off at least 45 calendar days in advance, the employer will, within five (5) working days of the request being made, notify the member whether or not his/her request has been approved. Approval for compensatory time shall not be unreasonably withheld. As soon as the employer notifies the member that his/her request has been approved, and if the employer determines that the shift will be filled, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate to cover the shift will occur no less than seven (7) calendar days in advance of the beginning of the shift that needs to be covered. The employee being mandated will have the lowest number of overtime hours worked and will be notified by a supervisor. In the event the employee being mandated is on an approved leave and cannot be provided seven

  • Termination without Notice The Employer may terminate an Employee’s employment without notice if the Employee engages in serious misconduct.

  • Termination Without Cause The Company may terminate the Executive’s employment hereunder at any time without Cause. Any termination by the Company of the Executive’s employment under this Agreement which does not constitute a termination for Cause under Section 3(c) and does not result from the death or disability of the Executive under Section 3(a) or (b) shall be deemed a termination without Cause.

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