Common use of Xxxxxxx of FLSA and Non-FLSA Compensatory Time Off Clause in Contracts

Xxxxxxx of FLSA and Non-FLSA Compensatory Time Off. When an employee is allowed to accumulate FLSA and non-FLSA compensatory time off, such accruals shall be limited to a maximum of one hundred and twenty (120) hours of FLSA compensatory time and forty (40) hours of non-FLSA compensatory time at the beginning of a biweekly pay period. Balances which exceed forty (40) hours for non-FLSA compensatory time will automatically be reduced to forty (40) hours. Employees will be given the opportunity to take off accumulated compensatory time before exceeding forty (40) hours or having their accumulation reduced. When granting compensatory time off, the appointing authority will give consideration to the desires of the employee. An employee shall have fifteen (15) working days advance notice before being required to take FLSA or non-FLSA compensatory time off. This 15-day notice shall not apply to departments headed by elected appointing authorities unless approved by said elected appointing authorities. An employee, who has reached eighty percent (80%) of the maximum accrual limit of compensatory time off, may request the appointing authority to pay off a specified amount of FLSA ”N” coded) compensatory time which was earned and credited while actually working in an overtime status. When pay off is approved by the appointing authority, it shall be paid on an hour for hour basis at the employee’s current rate. Employees who are laid off shall receive compensation for unused compensatory time (See: Article 10, Section 4.I -"Cash in Lieu of Compensatory Time Off") earned after April 15, 1986 in an FLSA-covered status. Such compensation shall not exceed one hundred and twenty (120) FLSA hours or forty (40) non-FLSA hours. If an employee transfers for any reason other than discipline or demotes in lieu of layoff to a classification whose maximum allowable accumulation of compensatory time off is less than that of this Section (120 FLSA or 40 non- FLSA hours), such employee shall be given a one-year period after such transfer or demotion to reduce accumulated compensatory time off to the lower maximum accumulation. All unused compensatory time will be paid off in the event of death of the employee.

Xxxxxxx of FLSA and Non-FLSA Compensatory Time Off. When an employee is allowed to accumulate FLSA and non-FLSA compensatory time off, such accruals shall be limited to a maximum of one hundred and twenty (120) hours of FLSA compensatory time and forty (40) hours of non-FLSA compensatory time at the beginning of a biweekly pay period. Balances which exceed forty (40) hours for non-FLSA compensatory time will automatically be reduced to forty (40) hours. Employees will be given the opportunity to take off accumulated compensatory time before exceeding forty (40) hours or having their accumulation reduced. When granting compensatory time off, the appointing authority will give consideration to the desires of the employee. An employee shall have fifteen (15) working days advance notice before being required to take FLSA or non-FLSA compensatory time off. This 15-day notice shall not apply to departments headed by elected appointing authorities unless approved by said elected appointing authorities. An employee, who has reached eighty percent (80%) of the maximum accrual limit of compensatory time off, may request the appointing authority to pay off a specified amount of FLSA ”N” coded) compensatory time which was earned and credited while actually working in an overtime status. When pay off is approved by the appointing authority, it shall be paid on an hour for hour basis at the employee’s current rate. Employees who are laid off shall receive compensation for unused compensatory time (See: Article 10, Section 4.I -"Cash in Lieu of Compensatory Time Off.") earned after April 15, 1986 in an FLSA-covered status. Such compensation shall not exceed one hundred and twenty (120) FLSA hours or forty (40) non-FLSA hours. If an employee transfers for any reason other than discipline or demotes in lieu of layoff to a classification whose maximum allowable accumulation of compensatory time off is less than that of this Section (120 FLSA or 40 non- non-FLSA hours), such employee shall be given a one-year period after such transfer or demotion to reduce accumulated compensatory time off to the lower maximum accumulation. All unused compensatory time will be paid off in the event of death of the employee.

Xxxxxxx of FLSA and Non-FLSA Compensatory Time Off. When an employee is allowed to accumulate FLSA and non-FLSA compensatory time off, such accruals shall be limited to a maximum of one hundred and twenty (120) hours of FLSA compensatory time and forty (40) hours of non-FLSA compensatory time at the beginning of a biweekly pay period. Balances which exceed forty (40) hours for non-FLSA compensatory time will automatically be reduced to forty (40) hours. Employees who have accumulated FLSA compensatory time off that reach one hundred twenty (120) hours, shall be paid cash for overtime hours actually worked over the maximum FLSA compensatory time balance of one hundred twenty (120) hours. Employees will be given the opportunity to take off accumulated compensatory time before exceeding forty (40) hours or having their accumulation reduced. When granting compensatory time off, the appointing authority will give consideration to the desires of the employee. An employee shall have fifteen (15) working days advance notice before being required to take FLSA or non-FLSA compensatory time off. This 15-day notice shall not apply to departments headed by elected appointing authorities unless approved by said elected appointing authorities. An employee, who has reached eighty percent (80%) of the maximum accrual limit of compensatory time off, may request the appointing authority to pay off a specified amount of FLSA ”(“N” coded) compensatory time which was earned and credited while actually working in an overtime status. When pay off is approved by the appointing authority, it shall be paid on an hour for hour basis at the employee’s current rate. Employees who are laid off shall receive compensation for unused compensatory time (See: Article 10, Section 4.I -"Cash 8.I “Cash in Lieu of Compensatory Time Off"”) earned after April 15, 1986 1986, in an FLSA-covered status. Such compensation shall not exceed one hundred and twenty (120) FLSA hours or forty (40) non-FLSA hours. If an employee transfers for any reason other than discipline or demotes in lieu of layoff to a classification whose maximum allowable accumulation of compensatory time off is less than that of this Section (120 one hundred twenty (120) FLSA or 40 non- hours and forty (40) non-FLSA hours), such employee shall be given a one-year period after such transfer or demotion to reduce accumulated compensatory time off to the lower maximum accumulation. All unused compensatory time will be paid off in the event of death of the employee.. Notwithstanding the above language, maximum non-FLSA hours for the following classes will be sixty-four (64) hours: Park Ranger (006332) Senior Park Ranger (006342) Supervising Park Ranger (006343)

Xxxxxxx of FLSA and Non-FLSA Compensatory Time Off. When an employee is allowed to accumulate FLSA and non-FLSA compensatory time off, such accruals shall be limited to a maximum of one hundred and twenty (120) hours of FLSA compensatory time and forty (40) hours of non-FLSA compensatory time at the beginning of a biweekly pay period. Balances which exceed forty (40) hours for non-FLSA compensatory time will automatically be reduced to forty (40) hours. Employees who have accumulated FLSA compensatory time off that reach one hundred twenty (120) hours, shall be paid cash for overtime hours actually worked over the maximum FLSA compensatory time balance of one hundred twenty (120) hours. Employees will be given the opportunity to take off accumulated compensatory time before exceeding forty (40) hours or having their accumulation reduced. When granting compensatory time off, the appointing authority will give consideration to the desires of the employee. An employee shall have fifteen (15) working days advance notice before being required to take FLSA or non-FLSA compensatory time off. This 15-day notice shall not apply to departments headed by elected appointing authorities unless approved by said elected appointing authorities. An employee, who has reached eighty percent (80%) of the maximum accrual limit of compensatory time off, may request the appointing authority to pay off a specified amount of FLSA ”(“N” coded) compensatory time which was earned and credited while actually working in an overtime status. When pay off is approved by the appointing authority, it shall be paid on an hour for hour basis at the employee’s current rate. Employees who are laid off shall receive compensation for unused compensatory time (See: Article 10, Section 4.I -"Cash 8.I “Cash in Lieu of Compensatory Time Off"”) earned after April 15, 1986 1986, in an FLSA-covered status. Such compensation shall not exceed one hundred and twenty (120) FLSA hours or forty (40) non-FLSA hours. If an employee transfers for any reason other than discipline or demotes in lieu of layoff to a classification whose maximum allowable accumulation of compensatory time off is less than that of this Section (120 one hundred twenty (120) FLSA or 40 non- hours and forty (40) non-FLSA hours), such employee shall be given a one-year period after such transfer or demotion to reduce accumulated compensatory time off to the lower maximum accumulation. All unused compensatory time will be paid off in the event of death of the employee.