Common use of Compensatory Time Clause in Contracts

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

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 off at the rate of one time and one-half (1 ½) rate will be approved at the member's option as an alternative form of compensation for all departmental overtime but not special duty overtime. If a member requests compensatory time for a special duty assignment the member has worked, the member may receive up to 50% of the hours for each overtime hour worked. Each Bargaining Unit the member worked on the special duty assignment as compensatory time and all remaining hours will be paid at time and one-half of the 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 yearhourly rate. Compensatory time off must be taken at a time agreeable to the Department Division of Police Division and the Bargaining Unit bargaining unit member. Approval for compensatory time off shall not be unreasonably withheldwithheld but a member must provide to their supervisor at least 48 hours notice of their intent to use compensatory time to allow for overtime scheduling. Compensatory Requests for compensatory time off should made with less than 48 hours’ notice may be requested as far in advance as possible approved at the discretion of the supervisor, 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 withhelddenied simply because the approval of such time off may require another employee to be scheduled to work in an overtime status. As soon as the employer notifies the However, a member that his/her request has been approved, and if the employer determines that the shift will be filled, the employer will post the granted compensatory time off to work a Divisional overtime assignment to cover shall not accumulate additional compensatory time. (A) The average regular rate received by such bargaining unit member during the last three (3) years of employment, or (B) The final regular rate received by the bargaining unit 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 supervisorwhichever is higher. In the event of death, payment shall be made to the employee being mandated is on an approved leave next of kin or to the estate of the deceased member. During pay periods 13 and cannot 26 of each fiscal year, members may elect to request a cash payment for any or all compensatory hours accrued but unused. The payment will be provided sevenmade at the member’s rate of pay in effect as of the date of their request for payout and will be paid to the member no later than two pay periods following the pay period in which the request was made.

Compensatory Time. A Bargaining Unit member (a) Employees entitled to be paid cash for overtime may choose to take request 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 off at the rate applicable rate. Management may grant or deny such request consistent with the provisions of one and one-half section (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 workedb), 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 below, which allows for compensatory time off accrual of at least fifty-six (56) hours or for eighty (80) hours in the case of certain Agency of Transportation employees as referenced below in subsection (b), and if granted, shall not be unreasonably withheld. Compensatory endeavor to schedule the time off should be requested as far in advance as possible but no later than forty within a reasonable time. The fifty-six (56) hour minimum compensatory time accrual limit shall revert to forty-eight (48) hours in advanceon June 30, 2003, for Game Wardens and Game Warden Trainees. When Bargaining Unit members request Unused compensatory time off earned during the accrual “Year A” may be carried over until the end of accrual “Year B”, but not thereafter. Unused Year A compensatory time off which has not been used by the end of Year B, through no fault of the employee, will be paid off in cash at least 45 calendar days the base hourly rate of pay then prevailing. Year A is defined as the first full pay period in advanceJuly through the pay period which includes June 30th. Year B is the same period the following year. Employees in Overtime Category 17 or 18 who are unable to use their compensatory time balances, through no fault of their own, may request that Year A compensatory time be paid off in cash at the end of Year B. Such request may be granted in exceptional circumstances with the approvals of the Department or Agency head and the Commissioner of Human Resources. (b) The following provisions shall apply in any case where an employee who is assigned to work overtime has requested to be credited with compensatory time rather than to be paid in cash. (1) The minimum compensatory time accrual per employee enforceable under the provisions of this Section is a rolling fifty-six (56) hours. Effective June 30, 2003, the minimum compensatory time accrual per employee enforceable under the provisions of this Section shall be a rolling forty-eight (48) hours for Game Wardens and Game Warden Trainees. Provided, for Transportation Maintenance Workers in the Agency of Transportation who are subject to Special Snow Season Status under Article 68 only, the minimum shall be a rolling eighty (80) hours. This contractual minimum is not intended as a restriction on any manager or supervisor who, pursuant to any departmental policy or otherwise, has the discretion to permit compensatory time accrual in excess of the applicable rolling hour limit, or eighty (80) hours as the case may be. Likewise, this contractual minimum is not intended to require any department which has a policy to allow a minimum compensatory time accrual in excess of this applicable rolling hour limit to discontinue such policy. Any department shall be free to adopt, continue, discontinue or modify any such policy above the minimum compensatory time accrual established hereunder without recourse to the grievance procedure. The failure of a manager or supervisor to permit compensatory time accrual above the established minimum herein shall not be subject to the grievance procedure. (2) In any case where overtime work is paid for by funds other than State tax funds (i.e., not General Fund, Transportation Fund, etc.), the State may, but shall not be required to, grant compensatory time for those overtime hours under the preceding paragraph. In such situations, where funds may not be available by the end of Year B or at other times to pay off or grant the time off, then supervisors may grant compensatory time, but require that it be used before the fund/grant expires. (3) Compensatory time accrual at or above the minimum established herein does not diminish the employer willdiscretion, within five already existing under this Agreement, to deny compensatory time usage pursuant to the operating needs of a Department. Denial by management of an employee request to use compensatory time may result in all such accrued compensatory time being bought out in cash pursuant to the provisions of the Overtime Article, Section 6. (4) Nothing herein shall limit departmental practices requiring employees to use “Year A” compensatory time to avoid losing it at the end of “Year B”. (5) working days Except for mandatory compensatory time such as for overtime on a holiday worked, any compensatory time off balance at the end of the pay period next following May 1, may, at the sole discretion of the appointing authority, be paid off in cash, in whole or in part, at the straight- time rate of pay then prevailing. If requested by the employee, up to forty-eight (48) hours balance shall be retained and not be paid off. Such a request being mademay be denied if the primary funding source is not State tax funds. (c) Compensatory time off granted in lieu of cash overtime compensation in accordance with the requirements of the Fair Labor Standards Act (FLSA) shall not exceed the statutory limits of accrual, notify the member whether or not his/her request has been approved. Approval for and usage of any such FLSA compensatory time off shall be in compliance with any appropriate FLSA regulations. (d) Compensatory time off may 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 deducted in increments of less than one-half (1/2) hour. (e) On any separation from service unused compensatory time off will be filledpaid off in cash in a lump sum with the final paycheck at the employee’s, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtimethen, 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 sevenbase rate.

Compensatory Time. A Bargaining Unit member may choose to take compensatory Compensatory time systems in lieu existence on the effective date of overtime compensation if such choice is indicated during the tour of duty in which the overtime is workedthis Agreement shall continue. Compensatory time systems shall be a proper subject for secondary negotiations. Compensatory time shall be credited to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½1½) times the number of hours for each overtime hour worked. Each Bargaining Unit member’s Employees who wish to use earned compensatory time bank may do so only with prior approval of their supervisor but subject to the same criteria as applicable to annual leave. Compensatory time must be utilized before the employee uses annual leave credits except where an employee would lose annual leave credits because of the maximum allowable annual leave accumulation. For purposes of calculating compensatory time, sick leave, annual leave, and union leave shall not be treated as time worked. Whenever an employee resigns, retires, is discharged or transfers to another Appointing Authority, the employee shall be limited paid for all unliquidated compensatory time at the rate of their current rate of compensation at the time of separation. Unused compensatory time credits of an employee who is laid off, in accumulation other than a temporary layoff, and is unable or unwilling to exercise a maximum number bumping right, shall be paid in the same manner. At the employee's option, payment for unused compensatory time credits may be made as follows: The employee must notify the department in writing between November 1st and November 15th of two hundred forty (240) hourseach year that he/she wishes to be paid in cash for all, or part of, unused compensatory time credits. Once a Bargaining Unit member has reached Payment for such time shall then be made in the maximum first full pay period in December. Alternatively, current practices with respect to the payment for unused compensatory time credits shall continue. Employees eligible under the FLSA to accumulate up to 480 hours of compensatory time in a twelve (12) month period may accumulate such time. Eligible employees are those whose work regularly involves “public safety”, “emergency response” or “seasonal” activity, as compensation for overtime hours workeddescribed in the FLSA. For such employees, all additional overtime will be paid. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance shall apply: If such employee has more than 250 hours of annual leave, the employee may utilize annual leave credits prior to using compensatory time carried over into credits. When employees request the following year use of leave credits, they shall count towards indicate which credits they intend to use. This provision shall be the two hundred forty (240) hour cap in only exception to the requirement that year. Compensatory compensatory time off credits must be taken at a time agreeable used prior to the Department and the Bargaining Unit member. Approval for compensatory time off shall not be unreasonably withheld. Compensatory time off should be requested use of annual leave credits 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 sevenabove.

Compensatory Time. A Bargaining Unit member may choose Nothing in this Article shall be construed as to take prohibit the employee the option of taking compensatory time off in lieu of overtime compensation if paid overtime, provided that the accumulation and use of such choice time is indicated during approved by the tour of duty in which Police Chief (or designee), and the overtime compensatory time is worked. Compensatory compensated at 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 rate. Compensatory time may be used in one-half hour workedincrements. Each Bargaining Unit member’s Maximum compensatory time bank accrual shall be limited 240 hours. Employees who were employed prior to January 1, 2005, with 240 or more hours of accrued and unused compensatory time, may continue to carry such accrual; provided, however, that an employee with 240 or more hours of accrued and unused compensatory time: (i) may be paid, upon request, all accrued and unused compensatory time in accumulation excess of 240 hours which is not scheduled to be used, (ii) shall have their accrual reduced by the number of hours of accrued compensatory time that the employee uses or cashes out, and (iii) is prohibited from accruing new compensatory time unless and until such employee’s balance falls below 240 hours and then to a maximum number amount of two hundred forty (240) 240 hours. Once Employees with less than 240 accrued and unused compensatory time may accrue new compensatory time consistent with the foregoing provisions up to a Bargaining Unit member has reached the maximum accrual of 240 hours. On or before July 1 of each year, employees may be paid, upon request, for up to eighty (80) hours of any accrued and unused compensatory time as compensation which is not scheduled to be used. A request for overtime hours worked, all additional overtime payment shall be paid within thirty (30) days. Employees will be paidpaid for such hours by a separate direct deposit on the next scheduled pay date. The Bargaining Unit member may choose Upon leaving employment, employees shall be entitled to carry over any balance into the following year. Any balance of payment for all accrued and unused 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 up 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 seventheir accrual limit.

Compensatory Time. A Bargaining Unit member (a) Employees entitled to be paid cash for overtime may choose to take request 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 off at the rate applicable rate. Management may grant or deny such request consistent with the provisions of one and one-half section (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 workedb), 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 below, which allows for compensatory time off accrual of at least fifty-six (56) hours or for eighty (80) hours in the case of certain Agency of Transportation employees as referenced below in subsection (b), and if granted, shall not be unreasonably withheld. Compensatory endeavor to schedule the time off should be requested as far in advance as possible but no later than forty within a reasonable time. The fifty-six (56) hour minimum compensatory time accrual limit shall revert to forty-eight (48) hours in advanceon June 30, 2003, for Game Wardens and Game Warden Trainees. When Bargaining Unit members request Unused compensatory time off earned during the accrual ―Year A‖ may be carried over until the end of accrual ―Year B‖, but not thereafter. Unused Year A compensatory time off which has not been used by the end of Year B, through no fault of the employee, will be paid off in cash at least 45 calendar days the base hourly rate of pay then prevailing. Year A is defined as the first full pay period in advanceJuly through the pay period which includes June 30th. Year B is the same period the following year. Employees in Overtime Category 17 or 18 who are unable to use their compensatory time balances, through no fault of their own, may request that Year A compensatory time be paid off in cash at the end of Year B. Such request may be granted in exceptional circumstances with the approvals of the Department or Agency head and the Commissioner of Human Resources. (b) The following provisions shall apply in any case where an employee who is assigned to work overtime has requested to be credited with compensatory time rather than to be paid in cash. (1) The minimum compensatory time accrual per employee enforceable under the provisions of this Section is a rolling fifty-six (56) hours. Effective June 30, 2003, the minimum compensatory time accrual per employee enforceable under the provisions of this Section shall be a rolling forty-eight (48) hours for Game Wardens and Game Warden Trainees. Provided, for Transportation Maintenance Workers in the Agency of Transportation who are subject to Special Snow Season Status under Article 68 only, the minimum shall be a rolling eighty (80) hours. This contractual minimum is not intended as a restriction on any manager or supervisor who, pursuant to any departmental policy or otherwise, has the discretion to permit compensatory time accrual in excess of the applicable rolling hour limit, or eighty (80) hours as the case may be. Likewise, this contractual minimum is not intended to require any department which has a policy to allow a minimum compensatory time accrual in excess of this applicable rolling hour limit to discontinue such policy. Any department shall be free to adopt, continue, discontinue or modify any such policy above the minimum compensatory time accrual established hereunder without recourse to the grievance procedure. The failure of a manager or supervisor to permit compensatory time accrual above the established minimum herein shall not be subject to the grievance procedure. Compensatory time off granted for work on a floating holiday shall be permitted to exceed the applicable minimum accrual. However, subsequent requests for compensatory time that would exceed the minimum accrual are not required to be granted. Compensatory time earned for work on a floating holiday shall not be counted in the rolling eighty (80) hour minimum compensatory time accrual applicable to the Agency of Transportation employees referenced above. (2) In any case where overtime work is paid for by funds other than State tax funds (i.e., not General Fund, Transportation Fund, etc.), the State may, but shall not be required to, grant compensatory time for those overtime hours under the preceding paragraph. In such situations, where funds may not be available by the end of Year B or at other times to pay off or grant the time off, then supervisors may grant compensatory time, but require that it be used before the fund/grant expires. (3) Compensatory time accrual at or above the minimum established herein does not diminish the employer willdiscretion, within five already existing under this Agreement, to deny compensatory time usage pursuant to the operating needs of a Department. Denial by management of an employee request to use compensatory time may result in all such accrued compensatory time being bought out in cash pursuant to the provisions of the Overtime Article, Section 6. (4) Nothing herein shall limit departmental practices requiring employees to use ―Year A‖ compensatory time to avoid losing it at the end of ―Year B‖. (5) working days Except for mandatory compensatory time such as for overtime on a holiday worked, or for time granted for a floating holiday, any compensatory time off balance at the end of the pay period next following May 1, may, at the sole discretion of the appointing authority, be paid off in cash, in whole or in part, at the straight-time rate of pay then prevailing. If requested by the employee, up to forty-eight (48) hours balance shall be retained and not be paid off. Such a request being mademay be denied if the primary funding source is not State tax funds. (c) Compensatory time off granted in lieu of cash overtime compensation in accordance with the requirements of the Fair Labor Standards Act (FLSA) shall not exceed the statutory limits of accrual, notify the member whether or not his/her request has been approved. Approval for and usage of any such FLSA compensatory time off shall be in compliance with any appropriate FLSA regulations. (d) Compensatory time off may 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 deducted in increments of less than one-half (1/2) hour. (e) On any separation from service unused compensatory time off will be filledpaid off in cash in a lump sum with the final paycheck at the employee’s, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtimethen, 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 sevenbase rate.

Compensatory Time. A Bargaining Unit At the request of the member, the member may choose accumulate and maintain up to take one- hundred and fifty-six (156) hours of compensatory time off in lieu of overtime compensation if such choice is indicated during the tour of duty in which the overtime is workedpay. Compensatory time shall accumulate at the applicable overtime rate. Compensation for compensatory hours taken shall be credited at the member's applicable rate of pay. C ompensatory time accumulation shall carry over from year to year, except that a member is entitled to elect to be paid out for any of his or her accumulation once per month during the calendar year except for the month of December. An election to cash out accumulated, unused compensatory time may be made by submitting a request to the Bargaining Unit member Sheriff for such payout by the first day of the month in which the payout is sought, and accumulated at the rate date 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 payment of compensatory time as compensation cash payout shall be by the end of the month in which the payout is sought. There are no time limits 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 prior submission 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 requests, however, such requests must be taken made in advance and are subject to supervisory approval; however, if a request is submitted at a time agreeable least ninety-six hours in advance, such request shall not be denied solely because approval of the request may result in scheduling another member to the Department and the Bargaining Unit memberwork in an overtime status. Approval Requests for compensatory time off made by Common Pleas Court Services Unit ("CPCSU") deputies that are made at least 96 hours in advance shall not be unreasonably withheldapproved and any shortage of staffing in CPCSU may be filled with a POTC deputy at the discretion of the Sheriff consistent with this CBA. Compensatory In Corrections only, ninety-six (96) hours prior to the start of each shift, correctional facility supervisors shall determine whether the number of compensatory time off should requests that have been submitted need to be filled by overtime positions in order to maintain adequate and safe facility staffing for the shift in question. This determination will take into account the particular needs of the facility, which will include consideration of the number of members who are scheduled off duty (e.g., vacation, personal leave, sick leave) and who have requested time off on compensatory time. As soon as far in advance as possible practicable, but no later than forty eight seventy-two (4872) hours prior to the start of each shift, correctional facility supervisors, after conferring with and obtaining the approval of the facility commander, shall post the number of overtime positions that have been determined necessary for the shift in advancequestion. When Bargaining Unit Said overtime positions shall then be filled on a voluntary sign-up basis by members request who are eligible to fill such positions. The posting for overtime positions shall remain open for a period of twenty-four (24) hours. If all of the posted overtime positions are not filled on a voluntary basis, the requests of the members for compensatory time off for the shift in question may be denied by the correctional facility supervision. If the posted overtime positions are not filled on a voluntary basis and correctional facility supervision determines that it will be necessary to cancel compensatory time off requests, said requests shall be cancelled in reverse order of the time that they were received, with the latest request being cancelled first. If two requests were received at least 45 calendar days in advancethe same time, the employer will, within five (5) working days request of the request being made, notify member with the member whether or not his/her request has been approvedleast amount of seniority will be denied first. Approval for Members who have requested compensatory time shall not off will be unreasonably withheld. As soon as the employer notifies the member required, prior to taking said time off, to verify with their shift supervision that his/her their request has been approved, and if the employer determines that the shift will be filledmembers who have not obtained written or verbal approval of their compensatory time off request, the employer will post the overtime assignment are required to cover the report to duty at their regularly scheduled time. No member’s request. If there are no volunteers previously approved vacation or personal leave shall be canceled to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate permit another member 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 seventake compensatory time off.

Compensatory Time. A Bargaining Unit member may choose (a) Compensatory time is not vacation (annual) leave as provided elsewhere in the Agreement but is considered deferred compensation for time already worked. Therefore, in addition to take any rights to or restrictions on the accumulation of vacation or annual leave, however termed, only compensatory time accumulated within twenty-four (24) months preceding separation of employment and not actually taken by the employee nor paid out during that period, shall be paid in lieu of overtime compensation if such choice full amount that is indicated during owed to the tour of duty in which the overtime is workedemployee. Compensatory time on the books for more than twenty-four (24) months (earned) prior to separation shall be paid in full amount that is owed to the employee, however, shall not be credited to the Bargaining Unit member employee’s pension calculation. (b) An employee may use compensatory time for the following purposes, provided that an Engineer Officer is available to substitute for the employee and accumulated that the Employer does not incur any overtime wage costs in scheduling of this compensatory time: (1) Daily for reasons of union representation, training and/or personal use. (c) An Engineer Officer may take compensatory time scheduled in increments of eighty (80) hours, provided it is scheduled at the rate time the employee completes his annual vacation request and provided further that Vacation Relief Engineer Officers are available. In calculating the number of one and one-half (1 ½) hours for each overtime hour worked. Each Bargaining Unit member’s Vacation Relief Engineer Officers required, the compensatory time bank shall be limited in accumulation component will include the number of compensatory time hours requested per employee, to a maximum number of two one-hundred forty sixty (240160) hours. Once a Bargaining Unit member has reached Compensatory leave requests will be scheduled based on the maximum hours Engineer Officer's length of seniority with the Employer. (d) Temporary Relief Engineers who are not permanent Engineer Officers with WSF shall be paid for the compensatory time as compensation for overtime hours workedaccrued upon the termination of the relief assignment. (e) Unless otherwise specified in this Agreement, all additional overtime an employee will be paid. The Bargaining Unit member may choose entitled, upon request, to carry over any balance into the following year. Any balance or all of his or her compensatory time carried over into that has accrued upon layoff, resignation, termination for cause or for extended sick leave when the following year shall count towards the two hundred forty employee has no remaining accrued sick leave credit or accrued vacation time. (240f) 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 Any accrued compensatory time shall not be unreasonably withheldpaid to the designated beneficiary or beneficiaries of the employee in the event of the death of that employee. As soon as The Employer will provide a form for the employer notifies employee to designate a beneficiary(s). (g) Compensatory time used for training that is taken on the member that his/her request has been approved, and if the employer determines that the shift Engineering Officer’s normal off week will be filled, the employer will post the overtime assignment re-credited or reimbursed 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 sevenby the Employer.

Compensatory Time. A Bargaining Unit member A. The parties agree that FLSA-exempt members may choose at times be required to take work longer work hours than normal. Subject to the provisions of 18.2(B), when those hours exceed forty (40) for full-time employees (pro-rated for part-time employees) in a B. Compensatory time is granted on an hour-for-hour basis. Whenever possible, the employee and the supervisor shall discuss in advance the need for unusually longer work hours and shall agree in writing that this work shall be governed by this provision and that documented work hours beyond forty (40) hours for full-time employees or the hours which their percentage of employment yields when multiplied by 40 (e.g., a ½ time employee needs to work 20 hours to be considered for compensatory time) in a work week will be treated as compensatory time in lieu of overtime compensation if such choice is indicated during earned. Department heads or designees have the tour of duty in which the overtime is workedauthority to approve compensatory time. Compensatory time shall not be credited to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½) hours for each overtime hour workedunreasonably denied. C. Compensatory time is not cumulative beyond a twelve month period. Each Bargaining Unit member’s For this reason, an employee should take compensatory time bank as soon as possible after it is credited. Supervisors shall make every effort to allow compensatory time earned to be limited in accumulation used. 1.) Compensatory time not used within twelve calendar months after it is credited will be forfeited. 2.) Compensatory time may not be transferred to a maximum number any type of two hundred forty (240leave. 3.) hours. Once a Bargaining Unit member has reached the maximum hours There is no payout of compensatory time as compensation for overtime hours worked, all additional overtime will be paidand any remaining compensatory time is lost when an employee separates from the University. The Bargaining Unit employee’s separation date may not be moved forward in order to pay for compensatory time. 4.) A bargaining unit member may choose request to carry over any balance into the following year. Any balance of use compensatory time carried over into the following year shall count towards the two hundred forty (240) hour cap in that yearleave as it accrues. Compensatory time off must leave requests shall be taken at a time agreeable granted unless, in the supervisor’s opinion, it is impossible or impractical to the Department and the Bargaining Unit memberdo so because of work schedules or emergencies. 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 Employee requests to use compensatory time shall not be unreasonably withhelddenied. As soon as The supervisor shall make reasonable efforts to insure that a bargaining unit member, having requested compensatory leave, is granted such leave in order to prevent the employer notifies loss of earned compensatory time. If a conflict in compensatory requests arises, the member supervisor shall give consideration to the employee(s) with the most seniority, provided that his/her request has been approved, operational needs are met. Compensatory time may be used in lieu of any other earned or accrued time. D. Total number of hours worked shall be reported on the time and if the employer determines that the shift attendance sheet. Compensatory time earned or used will be filled, recorded on the employer will post the overtime assignment to cover the member’s requesttime and attendance sheet. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift Compensatory time used will be filledcounted in a first earned, 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 sevenfirst used basis.

Compensatory Time. A Bargaining Unit member At the election of the employee, overtime may choose be compensated with Compensatory Time off in accordance with the provisions of the Fair Labor Standards Act. Such Compensatory Time off shall be equal to take compensatory time in lieu one and one- half (1-1/2) times or two (2) times, whichever may be applicable, for each one (1) hour of overtime compensation if such choice is indicated during the tour of duty in which the overtime is Overtime worked. The maximum number of accumulated Compensatory time hours permitted in an employee's Compensatory Time bank, at any point in time, shall be credited one hundred sixty (160). After an employee's maximum Compensatory Time bank has reached one hundred sixty (160) hours, all additional Overtime for such employee shall be paid at the appropriate Overtime rate. If at the end of each payroll year the employee has one hundred sixty (160) hours of Compensatory Time in his Compensatory Time bank, he shall be permitted to convert up to fifty (50) hours of Compensatory Time in said bank to cash. The calculation for converting Compensatory Time to cash shall be the employee's established hourly rate of pay multiplied by the number of hours the employee desires to convert. In the event the employee wishes to exercise this option, it shall be his responsibility to forward a memorandum to the Bargaining Unit member Department of Finance specifying the number of hours he wishes to convert to cash, prior to the end of the first pay period in the new calendar year. The cash conversion will then be paid in the form of a separate payroll deposit and accumulated shall be forwarded to the employee on the scheduled pay date at the rate conclusion of the second pay period in the New Year. An employee may carry over up to one hundred sixty (160) hours of Compensatory Time from one payroll year to another. However, in no event may the employee exceed the maximum amount of one and one-half hundred sixty (1 ½160) hours in his or her Compensatory Time bank and all additional Overtime for each overtime hour worked. Each Bargaining Unit member’s compensatory time bank such employee shall be limited in accumulation to paid at the appropriate Overtime rate. During any one payroll year, an employee may earn a maximum number amount of Compensatory Time of two hundred forty (240). Once the employee has earned a maximum amount of Compensatory Time of two hundred forty (240) hours. Once hours in a Bargaining Unit member has reached payroll year (inclusive of any usage during the maximum payroll year), all other Overtime for that payroll year shall be paid at the appropriate Overtime rate regardless of the number of 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 Compensatory Time in 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. employee’s 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 sevenTime bank.

Compensatory Time. A Bargaining Unit member may choose to take The amount of 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 credit earned shall be credited to the Bargaining Unit member and accumulated at the rate of equal one and one-half (1 ½1½) times the amount of actual overtime hours worked, pursuant to the eligibility standards of Section B. of this Article. An employee may, with prior notice to the Appointing Authority, and except as provided for each in Article 34 choose either to receive payment or compensatory time, for all overtime hour hours actually worked. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation , subject to a maximum number accumulation of two hundred forty (240) hours100 hours of compensatory time. Once Overtime credit earned on a Bargaining Unit member has reached particular day may not be split between pay and compensatory time, except once each year to allow the maximum employee to reach the annual 150 hour accrual cap. Subject to the 100-hour cap each fiscal year, an employee may accrue the first 150 hours of compensatory time as compensation for overtime at his/her sole discretion. Thereafter, during the remainder of the fiscal year any such accrual beyond the initial 150 hours worked, all additional overtime will shall only be paidby mutual agreement between the employee and the Employer. The Bargaining Unit member may choose to carry over any balance Compensatory time hours accumulated and not used in a fiscal year shall be carried forward into the following fiscal year. Any An employee who wishes to use such compensatory time may do so with the prior approval of the designated supervisor, who shall establish no criteria for such approval other than would be used to respond to an annual leave request. Compensatory time credits shall normally be used before the employee may utilize annual leave. An exception would be made (1) where an employee at the annual leave accrual maximum would thereby be caused to forfeit annual leave accrual; or (2) if the employee has an accumulated annual leave balance of at least 200 hours and wishes to use a block of time of eight or more hours of annual leave; or (3) the employee is using annual leave credits which he/she has notified the Employer will be "bought back", and the Union has confirmed it, but only in accordance with Article 7 of this Agreement. An employee who has accumulated 100 hours of compensatory time carried over into shall only be entitled to payment for any additional overtime worked. Upon separation for any reason which would require payment of annual leave balances, the following year employee 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 paid for all unused compensatory time at base pay rates then in effect. Unused (and unpaid) compensatory time credits of an employee who is separated from state employment, or who transfers to a different appointing authority, shall be paid at the time of such separation or transfer. The rate of payment shall be either the employee's base rate, or the average base rate received by the employee during the last three years of employment, whichever is greater. Unused compensatory time credits of an employee who is laid off shall not be unreasonably withheldpaid in the same manner as annual leave. 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 At the employee's option, the employee may apply to receive payment for unused 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 coveredcredits. The employee being mandated will have shall provide the lowest agency with written notice of the number of overtime hours worked and will for which he/she wishes payment during the first full pay period in September. The maximum number of hours for which the employee may seek payment shall be notified the lesser of 80 hours, the number of compensatory time hours credited to the employee on the date of notice, or the number of compensatory time hours credited to the employee at the time that payment is made. Payment shall be made not later than the end of the first full pay period in the following December. The rate of payment shall be either the employee's base rate of pay at the time of payment, or the average base rate received by a supervisorthe employee during the last three years of employment, whichever is greater. In the event there are not sufficient funds allotted to pay off all the compensatory hours timely applied for, the available funds shall be allocated among requests on the basis of the applicants' seniority. An employee being mandated is on an approved leave and canwho applies for payment for unused compensatory time credits shall not be provided seveneligible to receive overtime pay in the form of compensatory time credits during the fiscal year which begins following the month in which application is made. Payment for unused compensatory time credits shall not be treated as hours worked or hours in pay status for purposes of overtime calculation or any benefit accrual. To implement this Subsection, the Department of Corrections and the Department of Health and Human Services will each establish a Department-wide account for FY 08-09, 09-10, 10-11. The amount for each of the fiscal years shall not exceed $100,000 in the Department of Corrections and $5,000 in the Department of Health and Human Services. These appropriations shall be available exclusively for the purpose of funding payments and related FICA and Retirement contributions to Security Unit employees for unused compensatory time credits in accordance with this Subsection. It is the intent of the parties that unspent and unencumbered balances at the end of a fiscal year shall be carried forward only for such use in the subsequent fiscal year, if authorized by the Legislature.

Compensatory Time. A Bargaining Unit member A. When the Employer determines that it is necessary to schedule a school safety officer to cover an athletic or other special event that occurs at a time different than the employee's regularly scheduled work hours, this assignment may choose be scheduled in one of the following ways: 1. The employer shall solicit volunteers under the equalization provisions of Article 19. 2. If, after asking for volunteers, there are still not enough officers to take adequately cover the manpower needs, the Employer may assign the least senior officer to perform the work. If there are still coverage needs, the Employer may assign the second least senior officer to work, and so on, until the manpower requirements are met. 3. No officer shall be assigned a second time until the entire seniority roster has been exhausted. B. All overtime worked for which comp time is to be credited shall be recorded by the employee on his/her daily activity log. C. An employee may be assigned overtime hours and upon mutual agreement between the employee and employer may be paid in compensatory (“comp”) time to cover an athletic or other special event. When an employee has been assigned overtime in lieu this matter, he/she shall earn one and one half hours off for every hour of overtime compensation if such choice is indicated during he/she worked. Annually, bargaining unit members shall be limited to the tour number of duty comp time days/hours they may earn for overtime work in which the overtime is workedconnection with coverage of athletic and other special events. Compensatory time shall be credited used at mutually agreeable time and shall not carry over from year to year. It is the intent of the employer that any compensatory time not used by the end of the school year shall be paid to the Bargaining Unit member and accumulated at employee in their first paycheck after the rate school year has ended. Use of one and one-half (1 ½) hours for each overtime hour worked. Each Bargaining Unit member’s compensatory time bank shall must have prior approval of the Director or Public Safety, such requests will not be limited in accumulation unreasonably denied. Bargaining unit employees scheduled to a maximum number of two hundred forty (240) hours. Once a Bargaining Unit member has reached the maximum work 38 weeks per year may accumulate up to 40 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 during the following course of the school year. Any balance To earn this time off, 38 week employees must work 26.6 scheduled overtime hours. Bargaining unit employees scheduled to work 52 weeks per year may accumulate up to 60 hours of compensatory time carried over into during the following year shall count towards course of the two hundred forty (240) hour cap in that fiscal year. Compensatory To earn this time off off, 52 week employees must work 40 scheduled overtime hours. No comp time may be taken at a time agreeable to accrued, however, unless 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 central office has approved such accrual in advance. When Bargaining Unit members request compensatory Additionally, all overtime worked for which comp time is to be credited shall be recorded by the employee on his/her daily activity log. Employees wishing to use comp time days off are encouraged to arrange for scheduling time off at least 45 calendar days well in advance, . Arrangements for scheduling comp time days are to be made between the employer will, within employee and the Director of Public Safety. All requests must be made a minimum of five (5) working days in advance of taking the time off. The central office shall contact the affected building administrator to confirm the feasibility of the request being madecomp time request, notify and report back to the member whether employee within one (1) working day of receipt of the request. Employees must take comp time days off when students are not in session or on days when school activities are minimal. The employer will allow employees to take accumulated comp time, personal time or vacation respectively during non-instructional days (i.e. spring break, winter break, non-recognized holidays or inclement weather days.), except for mandatory training days as designated by the Director of Public Safety. If instruction is canceled due to inclement weather, school safety officers may use banked comp time with approval of the immediate supervisor or Director of Public Safety. The use of substitute officers to cover absences of employees due to compensation time usage is permitted. However, it is the intent to use substitutes for straight time assignments and not his/her request has been approvedovertime assignments. Approval Employees must accumulate sufficient overtime hours in advance of taking a comp time day off. Comp time days may be taken only in half-day or full-day increments. Employees shall not be permitted to schedule comp time days in conjunction with vacation periods or immediately before and after a paid holiday when school is in session for compensatory students. Comp time shall not be unreasonably withheldused immediately before or after personal leave or sick leave. As soon Fifty-two week a year employees shall be required to schedule at least 2.5 of their accumulated comp time days after the close of school for students in June. These provisions shall not be interpreted as precluding the employer notifies Director of Public Safety from considering requests to use comp time which have been made with less than five (5) days advance notice and/or for periods of less than a half day. Employees are expected to schedule the member that his/her request has been approveduse of all accumulated comp time during the school year in which it was earned unless extreme circumstances intervened. For 38 week a year employees, and if 8 hours accumulated comp time may be carried over to the employer determines that next school year. For 52-week-a-year employees, 16 hours of accumulated comp time may be carried over to the shift will be filled, the employer will post the overtime assignment to cover the member’s requestnext school year. If there are no volunteers the Director of Public Safety concurs that extreme circumstances prevented an employee from scheduling the use of their accumulated comp time days prior to cover this need the above referenced dates, employees may elect to receive a lump sum payout at their regular hourly rate of pay for overtime, and if the employer determines that accumulated comp time hours or convert 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 supervisorinto accumulated sick leave. In the event absence of extreme circumstances, the Employer may direct the employee being mandated is on an approved leave to schedule and cannot be provided sevenuse their accumulated comp time prior to the employee's last scheduled work day as referenced above.

Compensatory Time. A Bargaining Unit member (a) Employees entitled to be paid cash for overtime may choose to take request 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 off at the rate applicable rate. Management may grant or deny such request consistent with the provisions of one and one-half section (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 workedb), 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 below, which allows for compensatory time off accrual of at least fifty-six (56) hours or for eighty (80) hours in the case of certain Agency of Transportation employees as referenced below in subsection (b), and if granted, shall not be unreasonably withheld. Compensatory endeavor to schedule the time off should be requested as far in advance as possible but no later than forty within a reasonable time. The fifty-six (56) hour minimum compensatory time accrual limit shall revert to forty-eight (48) hours in advanceon June 30, 2003, for Game Wardens and Game Warden Trainees. When Bargaining Unit members request Unused compensatory time off earned during the accrual “Year A” may be carried over until the end of accrual “Year B”, but not thereafter. Unused Year A compensatory time off which has not been used by the end of Year B, through no fault of the employee, will be paid off in cash at least 45 calendar days the base hourly rate of pay then prevailing. Year A is defined as the first full pay period in advanceJuly through the pay period which includes June 30th. Year B is the same period the following year. Employees in Overtime Category 17 or 18 who are unable to use their compensatory time balances, through no fault of their own, may request that Year A compensatory time be paid off in cash at the end of Year B. Such request may be granted in exceptional circumstances with the approvals of the Department or Agency head and the Commissioner of Human Resources. (b) The following provisions shall apply in any case where an employee who is assigned to work overtime has requested to be credited with compensatory time rather than to be paid in cash. (1) The minimum compensatory time accrual per employee enforceable under the provisions of this Section is a rolling fifty-six (56) hours. Effective June 30, 2003, the minimum compensatory time accrual per employee enforceable under the provisions of this Section shall be a rolling forty-eight (48) hours for Game Wardens and Game Warden Trainees. Provided, for Transportation Maintenance Workers in the Agency of Transportation who are subject to Special Snow Season Status under Article 68 only, the minimum shall be a rolling eighty (80) hours. This contractual minimum is not intended as a restriction on any manager or supervisor who, pursuant to any departmental policy or otherwise, has the discretion to permit compensatory time accrual in excess of the applicable rolling hour limit, or eighty (80) hours as the case may be. Likewise, this contractual minimum is not intended to require any department which has a policy to allow a minimum compensatory time accrual in excess of this applicable rolling hour limit to discontinue such policy. Any department shall be free to adopt, continue, discontinue or modify any such policy above the minimum compensatory time accrual established hereunder without recourse to the grievance procedure. The failure of a manager or supervisor to permit compensatory time accrual above the established minimum herein shall not be subject to the grievance procedure. Compensatory time off granted for work on a floating holiday shall be permitted to exceed the applicable minimum accrual. However, subsequent requests for compensatory time that would exceed the minimum accrual are not required to be granted. Compensatory time earned for work on a floating holiday shall not be counted in the rolling eighty (80) hour minimum compensatory time accrual applicable to the Agency of Transportation employees referenced above. (2) In any case where overtime work is paid for by funds other than State tax funds (i.e., not General Fund, Transportation Fund, etc.), the State may, but shall not be required to, grant compensatory time for those overtime hours under the preceding paragraph. In such situations, where funds may not be available by the end of Year B or at other times to pay off or grant the time off, then supervisors may grant compensatory time, but require that it be used before the fund/grant expires. (3) Compensatory time accrual at or above the minimum established herein does not diminish the employer willdiscretion, within five already existing under this Agreement, to deny compensatory time usage pursuant to the operating needs of a Department. Denial by management of an employee request to use compensatory time may result in all such accrued compensatory time being bought out in cash pursuant to the provisions of the Overtime Article, Section 6. (4) Nothing herein shall limit departmental practices requiring employees to use “Year A” compensatory time to avoid losing it at the end of “Year B”. (5) working days Except for mandatory compensatory time such as for overtime on a holiday worked, or for time granted for a floating holiday, any compensatory time off balance at the end of the pay period next following May 1, may, at the sole discretion of the appointing authority, be paid off in cash, in whole or in part, at the straight-time rate of pay then prevailing. If requested by the employee, up to forty-eight (48) hours balance shall be retained and not be paid off. Such a request being mademay be denied if the primary funding source is not State tax funds. (c) Compensatory time off granted in lieu of cash overtime compensation in accordance with the requirements of the Fair Labor Standards Act (FLSA) shall not exceed the statutory limits of accrual, notify the member whether or not his/her request has been approved. Approval for and usage of any such FLSA compensatory time off shall be in compliance with any appropriate FLSA regulations. (d) Compensatory time off may 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 deducted in increments of less than one-half (1/2) hour. (e) On any separation from service unused compensatory time off will be filledpaid off in cash in a lump sum with the final paycheck at the employee’s, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtimethen, 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 sevenbase rate.

Compensatory Time. A Bargaining Unit member Employees may choose elect to take use up to one hundred twenty (120) hours of compensatory time in lieu of pay for overtime compensation if such choice is indicated during hours worked in a calendar year. The election shall be in writing and must be made immediately following the tour end of duty the work week in which the overtime is worked. Compensatory time Each overtime hour worked shall be credited equal to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½1½) 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. An employee shall be able to accrue a maximum of one hundred twenty (120) hours compensatory time. When an employee is at the maximum accumulation limit for compensatory time as compensation for all overtime hours worked, all additional overtime will worked shall be paid. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance of Requests for 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 submitted by the employee no sooner than sixty (60) days in advance of the time being requested off. So long as it will not unduly interrupt the operations of the City or result in more than one employee on a shift being off on vacation and/or compensatory time agreeable off, an employee will be permitted to take compensatory time off for the Department and date requested by the Bargaining Unit memberemployee. Approval The Chief or his designee(s) shall grant or deny the employee’s request 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 its submission to the request being madeappropriate command officer. Only one (1) bureau employee will be permitted to take compensatory time or vacation time off or any combination thereof on each shift per day. At the sole discretion of the City, notify additional employees may be permitted to take compensatory or vacation time off, provided that the member whether or time off does not his/her request has been approvedresult in overtime, and does not interfere with the orderly operations of the City. Approval Compensatory time off may be used in increments of not less than one (1) hour. Pay for accrued compensatory time shall not be unreasonably withheldat the regular rate of the employee at the time payment is made. As soon as Any bargaining unit member shall be permitted to cash in accumulated compensatory time at a minimum of twenty (20) hours at a time. Requests shall be submitted at least two (2) pay periods in advance and shall be paid in the employer notifies the member that his/her request has been approvedpayroll check. When necessary, and if the employer determines that no one volunteers to fill the shift will be filledof an employee taking compensatory time off hereunder, the employer City will post exercise its authority to force in an employee by inverse order of seniority or if none is available, by forcing the overtime assignment least senior employee on the prior shift to stay. Except for emergencies, the City will not force in an employee to cover a shift during the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines work day in which 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 seventaking compensatory time off.

Compensatory Time. A Bargaining Unit member may choose (a) Compensatory time is not vacation (annual) leave as provided elsewhere in the Agreement but is considered deferred compensation for time already worked. Therefore, in addition to take any rights to or restrictions on the accumulation of vacation or annual leave, however termed, only compensatory time accumulated within twenty-four (24) months preceding separation of employment and not actually taken by the employee nor paid out during that period, shall be paid in lieu of overtime compensation if such choice full amount that is indicated during owed to the tour of duty in which the overtime is workedemployee. Compensatory time on the books for more than twenty-four (24) months (earned) prior to separation shall be paid in full amount that is owed to the employee, however, shall not be credited to the Bargaining Unit member employee’s pension calculation. (b) An employee may use compensatory time for the following purposes, provided that an Engineer Officer is available to substitute for the employee and accumulated that the Employer does not incur any overtime wage costs in scheduling of this compensatory time: (1) Daily for reasons of Union representation, training and/or personal use. (c) An Engineer Officer may take compensatory time scheduled in increments of eighty (80) or eighty-four (84) straight-time hours, provided it is scheduled at the time the employee completes his annual vacation request and provided further that Vacation Relief Engineer Officers are available. In calculating the number of Vacation Relief Engineer Officers required, the compensatory time component will include the number of compensatory time hours requested per employee, to a maximum of one-hundred sixty-eight (168) straight-time hours. Compensatory leave requests will be scheduled based on the Engineer Officer's length of seniority with the Employer. (d) Temporary Relief Engineers who are not permanent Engineer Officers with WSF shall be paid for the compensatory time accrued upon the termination of the relief assignment. (e) Unless otherwise specified in this Agreement, an employee will be entitled, upon request, to any or all of his or her compensatory time that has accrued upon layoff, resignation, termination for cause or for extended sick leave when the employee has no remaining accrued sick leave credit or accrued vacation time. (f) Any accrued compensatory time shall be paid to the designated beneficiary or beneficiaries of the employee in the event of the death of that employee. The Employer will provide a form for the employee to designate a beneficiary(s). (g) Compensatory time used for training that is taken on the Engineering Officer’s normal off week will be re-credited or reimbursed to the employee by the Employer. (h) At the Engineer Officer’s option, compensatory time may be accrued at the rate of one and one-half (1 ½1.5) hours for each in lieu of one (1) hour of overtime hour worked. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation pay; up to a maximum number of two hundred forty six (2406) 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 per eighty-four (24084) 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 sevenwork week.

Compensatory Time. A Bargaining Unit member may choose to take compensatory time in lieu of overtime compensation if such choice is indicated during At the tour of duty in which employee's option, the overtime is worked. Compensatory time employee shall be credited to the Bargaining Unit member and accumulated with compensatory time at the appropriate overtime rate (of one and one-half (1 ½) hours for each overtime hour workedor double (2) time) as dictated by this Agreement, in lieu of paid overtime. Each Bargaining Unit member’s Requests to use compensatory time bank submitted on or before March 1 may be trumped by a vacation request submitted before March 1 for the same day. Requests to use compensatory time submitted after March 1 shall be limited in accumulation on equal footing as requests to a maximum number of two hundred forty (240) hours. Once a Bargaining Unit member has reached the maximum hours of compensatory use vacation or other 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 yearoff submitted after March 1. Compensatory time off must be taken at a time agreeable to the Department and the Bargaining Unit member. Approval for compensatory time off shall cannot 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 advancescheduled for July 4, the employer willFriday following Thanksgiving, within five (5) working or days during Summer Celebration. Use 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 withhelddenied and, if denied, the Employer shall advise the employee of the next available opportunity within a reasonable time period when the employee may use such compensatory time, if the employee so chooses. As soon as the employer notifies the member that his/her request has been Once approved, and if compensatory time off will not be rescinded. Compensatory time shall be taken at the employer determines that minimum of one-half (1/2) hour increments. Accumulation of compensatory time shall be replenishable, but shall be limited to eighty (80) hours. Whenever an employee has reached the shift will be filledmaximum accrual of compensatory time, 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 all overtime hours worked and will shall be notified by a supervisor. In paid at the event appropriate overtime rate, until the employee being mandated is has reduced his compensatory time accrual below the maximum. If the Village eliminates Roll Call Credit Time, the maximum accrual of compensatory time shall be increased to one hundred eight (108) hours, but must be reduced to eighty (80) hours of compensatory time by April 30, or else the compensatory time in excess of eighty (80) hours shall be cashed out at the rate in effect on an approved leave and cannot April 30. Any employee who has more than eighty (80) hours of compensatory time on April 30 shall have such compensatory time reduced to eighty (80) hours by cashing out any compensatory time in excess of eighty (80) hours at the rate in effect on April 30. Upon separation, any unused compensatory time shall be provided sevenpaid at the employee's final regular rate of pay. At any time during the year, the employee may opt to cash out any amount of their accumulated compensatory time. Unused compensatory time shall be carried over from contract year to contract year, subject to the maximum carry-over limit of eighty (80) hours.

Compensatory Time. A Bargaining Unit member may choose to take compensatory time in In lieu of overtime compensation if such choice is indicated during pay, an employee may accrue up to forty-eight (48) hours of compensatory time. The option of accruing compensatory time or being paid overtime pay shall be within the tour sole discretion of duty in the employee. For each hour of overtime for which the overtime is worked. Compensatory employee would have been paid time and one-half, the employee shall be credited to the Bargaining Unit member and accumulated at the rate of granted one and one-half (1 ½1-1/2) hours for each overtime hour workedof compensatory time. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation to a maximum number of two hundred forty Not more than twenty-four (24024) hours. Once a Bargaining Unit member has reached the maximum hours of compensatory time as compensation for overtime hours worked, all additional overtime will may be paid. The Bargaining Unit member may choose to carry carried over any balance into the following a new fiscal year. Any balance employee who has accrued more than twenty-four (24) hours of compensatory time carried over into at the following end of the fiscal year as a result of not being able to use said compensatory time through no fault of the employee shall count towards be paid at the applicable hourly rate on the last payroll period in the fiscal year for all hours in excess of twenty-four (24). Employees desiring to schedule compensatory time shall provide advance notice of at least seventy-two hundred forty (24072) hour cap in hours, provided that yearthe Police Chief or his designee can waive this advance notice requirement on a case-by-case basis. Compensatory The scheduling of compensatory time off must shall be taken at a within the discretion of the Police Chief or his designee; provided, however, such requests to schedule compensatory time agreeable shall be granted unless to do so would be unduly disruptive to the Department City's operations. For purposes of this Section 1, the term "unduly disruptive" shall mean that the Chief of Police or the Chief's designee reasonably and in good faith anticipates that the Bargaining Unit member. Approval for granting of requested compensatory time off shall not be unreasonably withheld. Compensatory would impose an unreasonable burden on the City's ability to provide services of acceptable quality and quantity for the public during the 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, without the employer will, within five (5) working days use of the request being made, notify the member whether or not his/her request has been approvedemployee's services. Approval for The parties further agree that compensatory time shall not be unreasonably withheld. As soon as utilized on holidays, or weekends associated with holidays, unless authorized by the employer notifies Chief of Police or 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 sevenChiefs designee.

Compensatory Time. A Bargaining Unit member may choose to take compensatory Compensatory time systems in lieu existence on the effective date of overtime compensation if such choice is indicated during the tour of duty in which the overtime is workedthis Agreement shall continue. Compensatory time systems shall be a proper subject for secondary negotiations. Compensatory time shall be credited to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½1½) times the number of hours for each overtime hour worked. Each Bargaining Unit member’s Employees who wish to use earned compensatory time bank may do so only with prior approval of their supervisor but subject to the same criteria as applicable to annual leave. Compensatory time must be utilized before the employee uses annual leave credits except where an employee would lose annual leave credits because of the maximum allowable annual leave accumulation. For purposes of calculating compensatory time, sick leave and annual leave shall not be treated as time worked. Annual leave buy back shall be limited treated as time worked. Whenever an employee resigns, retires, is discharged or transfers to another Appointing Authority, the employee shall be paid for all unliquidated compensatory time at the rate of their current rate of compensation at the time of separation. Unused compensatory time credits of an employee who is laid off, in accumulation other than a temporary layoff, and is unable or unwilling to exercise a maximum number bumping right, shall be paid in the same manner. At the employee's option, payment for unused compensatory time credits may be made as follows: The employee must notify the department in writing between November 1st and November 15th of two hundred forty (240) hourseach year that he/she wishes to be paid in cash for all, or part of, unused compensatory time credits. Once a Bargaining Unit member has reached Payment for such time shall then be made in the maximum first full pay period in December. Alternatively, current practices with respect to the payment for unused compensatory time credits shall continue. Employees eligible under the FLSA to accumulate up to 480 hours of compensatory time in a twelve (12) month period may accumulate such time. Eligible employees are those whose work regularly involves “public safety”, “emergency response” or “seasonal” activity, as compensation for overtime hours workeddescribed in the FLSA. For such employees, all additional overtime will be paid. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance shall apply: If such employee has more than 250 hours of annual leave, the employee may utilize annual leave credits prior to using compensatory time carried over into credits. When employees request the following year use of leave credits, they shall count towards indicate which credits they intend to use. This provision shall be the two hundred forty (240) hour cap in only exception to the requirement that year. Compensatory compensatory time off credits must be taken at a time agreeable used prior to the Department and the Bargaining Unit member. Approval for compensatory time off shall not be unreasonably withheld. Compensatory time off should be requested use of annual leave credits 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 sevenabove.

Compensatory Time. A Bargaining Unit member Employees may choose to take place overtime hours into the compensatory time bank if approved by the Director of Public Works or his designee, and within the limits stated herein in lieu of overtime compensation if pay for 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 Except as provided herein, employees may accumulate no more than a Bargaining Unit member has reached the maximum total of eighty (80) hours of compensatory time at any given time, which if accumulated may be used on a rolling basis. When the manpower needs of the Department are met, such earned overtime may be taken as compensation compensatory time off, subject to the "scheduling of vacation/reclaim/holiday benefit usage" policy established by the Director of Public Works. Requests shall be granted in order of their submission. In case of two (2) or more requests are submitted on the same date for overtime hours workedthe same reclaim time off, seniority shall prevail. Subject to the approval of the Village Manager, the VILLAGE may buy back up to fifty percent (50%) of an employee’s accrued compensatory time off up to two different times in a fiscal year, to be paid out in cash as follows: the VILLAGE may buy back up to 50% of the compensatory time of some or all additional overtime will be paidof the employees’ compensatory time bank on or about March 31st of each year. The Bargaining Unit member VILLAGE may choose to carry over any balance into also buy back 50% one other time during the following year. Any balance of compensatory time carried over into the following calendar year shall count towards the two hundred forty (240) hour cap in that year. Compensatory time off must be taken at a time agreeable determined by the VILLAGE for one or more employees. It is expressly understood that the VILLAGE’s exercise of its right 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 buy back compensatory time shall not be unreasonably withheldmade in a non capricious and non arbitrary manner. As soon as the employer notifies the member that his/her request If an employee has previously scheduled compensatory time off, and such time off has been approved, and if the employer determines VILLAGE shall not be permitted to buy back time in such a manner that would cause the shift will be filledemployee to lose the previously scheduled time off. In regards to the potential buy back of time that does not occur on March 31st, the employer will post VILLAGE shall give two weeks’ notice. Under no circumstances shall overtime hours paid in accordance with the overtime assignment to cover the member’s requestFair Labor Standards Act also be taken as compensatory time off. If there are no volunteers any portion of this section is found to cover this need for overtime, and if violate 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 terms of the beginning of the shift that needs to FLSA, this entire section 11.08 shall sunset and 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 sevenremoved from this Agreement.

Compensatory Time. A Bargaining Unit member Upon written consent of both an Employee's supervisor and the Employee, and subject to any applicable Federal and State laws, an Employee may choose to take receive compensatory time off in lieu of overtime compensation if such choice is indicated during the tour of duty in which the overtime is workedpay. Compensatory time shall will be credited offered to employees in lieu of overtime provided it will not adversely affect the Bargaining Unit member and accumulated at operational needs of the rate of one and one-half department. 1. Overtime eligible (1 ½Nonexempt) hours for each overtime hour worked. Each Bargaining Unit member’s employees may receive compensatory time bank shall be limited off in accumulation lieu of overtime, up to a maximum number of two one hundred forty (240100) hours worked per calendar year, resulting in a maximum accrual of one hundred fifty (150) hours per calendar year. An overtime eligible employee may accumulate, and have credited to his/her account, no more than one hundred fifty (150) hours of unused compensatory time regardless of when such compensatory time was earned. For overtime eligible employees, compensatory time shall accrue at the same rate as the overtime it is replacing (1:1.5). Compensatory time is considered hours worked for overtime calculation. An employee may carry a maximum of 150 hours of comp time over from year to year. If an employee has 150 hours of comp time accrued, and they are authorized to work overtime, they must take overtime pay rather than comp time, regardless of whether they have met their 100 hours of comp time per year maximum. 2. Non overtime eligible (FLSA exempt) employees shall accrue comp time on an hour for hour basis (1:1), with a maximum balance at any time of 150 hours. Once a Bargaining Unit member has reached Compensatory time utilization shall be treated, and is subject to, the maximum same approval procedures as Personal Leave, except that any accrued but not used comp time will be forfeited at termination. 3. Nonexempt and Exempt Employees may use accrued compensatory time while in probationary status with Supervisor’s prior approval. 4. Employees with less than eight (8) hours of compensatory time as compensation for overtime hours worked, all additional overtime accrual will be paid. The Bargaining Unit member may choose required to carry over any balance into the following year. Any balance of use 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 sevenbefore using annual leave.

Compensatory Time. A Bargaining Unit member may choose to take a. At the discretion of the District, compensatory time off may be granted 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 pay at the rate of one and one-and-one-half (1 ½1½) hours for each overtime hour worked. Each Bargaining Unit member’s , provided that such time off is taken within the time period allowed by applicable State and Federal law. b. For unit members, one hundred thirty (130) hours of overtime each annual period beginning July 1 and ending June 30 of the following year, shall be allowed as compensatory time bank off at the rate of each hour of overtime equaling one and one-half (1½) hours regular time off, provided, however, that employees who do not want compensatory time off may elect to receive regular overtime pay. Notwithstanding any other provision, for non-sworn unit members this section shall be limited in accumulation to a become effective January 1, 2015. The maximum number of two overtime hours which can be earned as compensatory time off shall be one hundred forty thirty (240130) hourshours in any one annual period. Once a Bargaining Unit member has reached Employees shall be allowed to use earned compensatory time off in conjunction with scheduled vacations, holidays, or at other times where such use would not unduly disrupt work schedules. However, the maximum hours District retains the right to schedule the use of compensatory time off so as compensation for overtime hours worked, all additional overtime will be paidnot to interfere with the operation of the work unit. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance Granting and/or scheduling use 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 withhelddone on an arbitrary or discriminatory basis. Compensatory Any compensatory time off should accrued but unused during each annual period shall be requested paid to the employee as far a cash payment (subject to the legally required deductions and not less than the hourly rate at which earned) following the end of each annual period, upon leaving a bargaining unit class, or upon retirement or separation from District employment if earlier. Such cash payment shall be at the hourly rate in advance as possible but no later than forty eight (48) hours effect during the pay period in advancewhich it is paid. When Bargaining Unit members request If the employee promotes out of the bargaining unit, the cash payment will be paid at the rate of the bargaining unit position last occupied. End-of-year cash payments of earned compensatory time off at least 45 calendar days shall be made 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 seven04 pay period.

Compensatory Time. A Section 22.1 Requests for Comp Time Bargaining Unit member unit employees having compensatory hours credited may choose use it as time off from regular duty upon approval of the Fire Chief, or the Chief’s designated representative, provided an adequate number of personnel are on duty to take cover the shift. Section 22.2 Comp Time Use Employees may select the dates on which they wish to schedule compensatory time off, and shall be required to report for duty, and make sure an adequate number of personnel are on duty before being released on compensatory time, by the Chief, or the Chief’s designated representative. Employees shall be required to file a written form requesting the amount of compensatory time to be used. Compensatory time shall be charged hour for hour with a one- hour minimum. Employees shall be held accountable for hours used and required to report in by the Fire Division’s direct phone lines. Compensatory time shall not be used for vacation use, except as provided herein. Section 22.3 Scheduling Comp Time Bargaining unit employees may be permitted to schedule compensatory time off in the same manner as vacations are scheduled provided such compensatory time off does not interfere with any regular vacation scheduling for other employees, and is approved by the Fire Chief. Regular vacation scheduling is that which is scheduled by employees the prior December. Compensatory time may be scheduled in this manner, only when an adequate number of employees are scheduled to cover the shifts. Section 22.4 Comp Time Bank, Annual Conversion Employees receiving compensatory leave time in lieu of overtime compensation if such choice is indicated during pay, for assigned work performed which exceeds the tour of duty in which the overtime is worked. Compensatory normal work week within any pay period shall receive compensatory leave time shall be credited to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½1-1/2) hours of compensatory leave time for each hour of overtime hour worked. Each Bargaining Unit member’s For purposes of this Article, “assigned work performed” shall include all hours in paid status. Employees shall not be permitted to accumulate over four hundred eighty (480) hours of compensatory leave time. Employees shall be permitted to carry their accrued, unused compensatory time bank shall be limited in accumulation into the following calendar year, subject to a maximum number the provisions of two hundred forty (240) hours. Once a Bargaining Unit member has reached the maximum this Section, and employees may elect annually to convert up to 96 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 sevencash payment.

Compensatory Time. A Bargaining Unit member may choose to take compensatory Compensatory time off in lieu of any overtime compensation if such choice is indicated during the tour of duty in which the overtime is worked. Compensatory time pay shall be credited to the Bargaining Unit member and accumulated granted at the rate option of one the employee. It shall be given on the basis of time and one-half for actual hours worked and may not hereafter be accumulated in excess of one hundred seventy six (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 (240176) hours. Once a Bargaining Unit member has reached the maximum hours If an employee is transferred to another section, any unused compensatory time which he/she may have accumulated shall continue to be available for his/her use. No accumulation of compensatory time as compensation for overtime in excess of o ne hundred seventy six (176) 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 Use 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 withhelddenied unreasonably. Compensatory In the event a request is made not less than ninety-six (96) hours prior to the time off should of usage, action shall be requested as far in advance as possible but no later taken on the request not less than forty forty-eight (48) hours in advanceprior to the time of usage. When Bargaining Unit members request If approved, the 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 may not his/her request has been approved. Approval for compensatory time shall not thereafter 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 supervisordenied. In the event a request is made less than ninety-six (96) hours prior to the time of usage, denial of the use of compensatory time because of insufficient staffing shall not constitute an unreasonable denial. The maximum amount of compensatory time used by any employee shall be one hundred and seventy- six (176) hours in any calendar year; provided, however, that compensatory time used during short or long term military leave will not count toward this one hundred and seventy-six (176) hours cap. Effective January 1, 2018, an employee who is assigned canine officer duties shall receive an increase in their compensation for at home off-duty dog care from eight (8) hours to twelve (12) hours of compensation each month. This twelve (12) hours of compensation is provided to address the canine handlers at-home off-duty dog care, which includes such activities as looking after the dog, keeping the dog well-nourished and I n good health, and to have them generally read for recall to active duty. The employees will be provided the twelve (12) hours of pay as time added to the employee’s compensatory time bank. If the employee being mandated is on an approved leave unable to accept the full twelve (12) hours of compensatory time deposit during any month due to reaching the annual maximum for compensatory time, the City will then pay the officer twelve (12) hours of regular pay. The compensation will be paid at the regular rate of pay for each officer, and canwill not be provided sevenpaid at the overtime rate.

Compensatory Time. A Bargaining Unit member Section 36.1 Any employee of the Police Division may choose elect to take compensatory time off in place of overtime pay. Section 36.2 If an employee elects to accumulate compensatory time in lieu of overtime compensation if such choice pay for any overtime worked, the employee must request the compensatory time using the applicable form. Request for compensatory time must be submitted to the employee's immediate supervisor no later than the day on which the overtime was worked, otherwise the employee will be paid for the overtime. Requests for leaves chargeable to compensatory time must be submitted to the employee's immediate supervisor no later than three (3) calendar days prior to the date of the leave, unless waived by the Chief or his designee, except that requests of ten (10) hours or less may be granted by the employee's immediate supervisor without the requirement for the advance notification. The minimum time of request and approval shall not be less than one-half (1/2) hour and cannot be granted in less than one-half (1/2) hour increments. If the immediate supervisor and the Chief of Police concur in granting the compensatory request, the form shall be approved and forwarded to the Finance Department where all records for compensatory time shall be maintained. Section 36.3 No employee may accumulate more than one hundred twenty (120) hours of compensatory time credit per calendar year. Once the maximum is indicated during reached, employees cannot accumulate any more compensatory time until the tour following year. Any hours rolled into the next year will count towards that year’s maximum accrual. Section 36.4 Approval authority for the granting of duty compensatory time off in lieu of overtime pay rests with the Chief of Police or his designee. Any request for compensatory time in which the overtime request is worked. for more time than the employee has accumulated but unused or in which the one hundred twenty- (120) hour accumulation limit has been reached cannot be approved. Section 36.5 Compensatory time shall be credited to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½1/2) 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 for each hour of overtime worked. Employees whose employment is terminated for any reason are entitled to 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 accumulated but unused 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 not 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 sevenexceed eighty

Compensatory Time. A Bargaining Unit member may choose Compensatory Time shall be governed as follows: 1. Subject to take FLSA regulations, regular and probationary operations employees may, with the prior approval of their supervisor, accrue up to one hundred and forty-four (144) hours of compensatory time off in lieu of overtime compensation if such choice is indicated during the tour pay. The accrual rate of duty in which the overtime is worked. Compensatory compensatory time shall be credited to the Bargaining Unit member and accumulated at the rate of one and one-half (1½ ) times the hourly rate for each hour of compensatory time worked. 2. Maximum accumulation of compensatory time shall be reduced as follows: a. Effective March 16, 2019, the maximum accumulation of CTO shall be one hundred twelve (112) hours; b. Employees with CTO balances above the maximum cap on March 16, 2019 shall be allowed to maintain said balances but shall not be allowed to accrue additional CTO hours until their balance drops below the cap identified above that respective year. 3. Once an employee has been credited with compensatory time, one (1) time per year the employee may request to receive a lump sum payment at the straight time hourly rate for the hours accrued. 4. Compensatory time off hours which are not used by December 31 of each year will be cashed out. 5. The employee's immediate supervisor shall determine whether an employee shall accrue compensatory time or be paid overtime. However, the supervisor shall not deny the request for compensatory time for arbitrary or capricious reasons. 1. Regular and probationary prevention employees may, with the prior approval of their supervisor, accrue compensatory time off in lieu of overtime pay. The accrual rate of compensatory time shall be one and one half hour (1 ½) hours for each overtime hour of compensatory time worked. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation Prevention staff are entitled to the annual lump sum cash out of a maximum number of one hundred and forty-four (144) hours at straight time. 2. Upon separation the employee will be paid at the employee's current hourly rate or average of last three (3) years, whichever is higher, for the remaining compensatory balance. 3. Fire prevention employees may not exceed two hundred and forty (240) hourshours of CTO accumulation at any one time on the City's payroll system. 4. Once a Bargaining Unit member has reached the maximum hours Maximum accumulation of compensatory time shall be reduced as compensation for overtime follows: a. Effective March 16, 2019, the maximum accumulation of CTO shall be one hundred twenty (120) hours; b. Effective January 1, 2020, the maximum accumulation of CTO shall be one hundred (100) hours; and c. Effective January 1, 2021, the maximum accumulation of CTO shall be eighty (80) hours. d. Employees with CTO balances above the maximum cap on March 16, 2019 shall be allowed to maintain said balances but shall not be allowed to accrue additional CTO hours workeduntil their balance drops below the cap identified above that respective year. e. Employees at or below a CTO balance of 100 on March 16, all additional overtime will 2019 shall be paidcovered under subsection 9b of this Article and shall be capped at 100 hours. Employees at or below a CTO balance of 80 hours onMarch 16, 2019 shall be covered under subsection 9c of this Article and shall be capped at 80 hours. 5. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance of employee's immediate supervisor shall determine whether an employee shall accrue compensatory time carried over into or be paid overtime. However, the following year supervisor shall count towards not deny 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 request 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 for arbitrary 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 sevencapricious reasons.

Compensatory Time. A Bargaining Unit member may choose to take Compensatory time shall be governed as follows: 1. Regular and probationary employees may, with the prior approval of their supervisor, accrue compensatory time in lieu of overtime compensation if such choice is indicated during the tour of duty in which the overtime is workedpay. Compensatory The accrual rate for compensatory time shall be credited to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½1-1/2) 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 worked. 2. Once an employee has been credited with compensatory time, the employee may not receive a lump sum payment for overtime the hours worked, all additional overtime accrued unless the employee is separated from City service. 3. Upon separation the employee will be paidpaid at the employee's current hourly rate or average of last three (3) years whichever is higher for the remaining compensatory balance. 4. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance Maximum accumulation of compensatory time carried over into shall be reduced as follows: a. Effective January 1, 2020, the following year maximum accumulation of CTO shall count towards be one hundred sixty (160) hours; b. Effective January 1, 2022, the two maximum accumulation of CTO shall be one hundred forty (240100) hour hours; c. Employees with CTO balances above the maximum cap in that yearon January 1, 2022, shall be allowed to maintain said balances but shall not be allowed to accrue additional CTO hours until their balance drops below the cap. 5. Compensatory The employee's immediate supervisor shall determine whether an employee shall accrue compensatory time off must be taken at a time agreeable to or paid overtime. However, the Department and supervisor shall not deny the Bargaining Unit member. Approval request for compensatory time for arbitrary or capricious reasons. 6. An employee may use up to eighty (80) hours per calendar year of accrued compensatory time with prior approval from the employee's manager or first-line supervisor. I. Employees assigned to shift work in the Water and Wastewater treatment plants, whose regular work schedule requires work on a holiday shall be compensated at their straight time hourly base rate of pay for performance of work on holidays. Compensation for holidays worked for such employees shall be in accordance with this MOU. J. Employees who are entitled to take holidays off work as holidays occur, and who are required to work on a holiday when they would otherwise observe the holiday off, shall not be unreasonably withheld. Compensatory time off should compensated by either of the following methods, the choice of which shall be requested as far made by the employee's supervisor in advance as possible but no later than forty eight (48) hours of such work: 1. If an employee works the holiday and does not receive any other scheduled workday off in advance. When Bargaining Unit members request compensatory time off at least 45 calendar days in advancelieu of working the holiday, the employer willemployee shall be compensated at the rate of regular pay plus time and one-half the employee's base hourly rate (for the actual number of hours worked on the holiday). 2. If an employee works the holiday and receives another scheduled workday off in lieu of working the holiday, the employee shall be compensated at the rate of time and one- half (1 1/2) the employee's base hourly rate for the actual number of hours worked on the holiday. Under this option, the employee must be given another scheduled workday off within the period of five (5) working days of before to five (5) working days after 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 sevenholiday with corresponding notations upon appropriate payroll reports.

Compensatory Time. A Bargaining Unit member (a) Employees may choose annually request in writing to be provided compensatory time in lieu of cash payment for overtime worked. This written request shall be filed with the employee’s department head annually by January 1st of that year. Employees who make such request in any given year will remain in compensatory time for the following year(s) unless they submit a request per section (c) of this article. Compensatory time earned, may be taken in no less than one (1) hour increments and upon the prior approval of the employee’s department head or designee. Each employee that opts 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 accordance with this section, shall accumulate compensatory time shall be credited to the Bargaining Unit member and accumulated at the rate of one time and one-half (1 ½1.5) hours for each overtime hour or part thereof worked. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation to a The maximum number of two hundred forty accumulated overtime compensatory hours that may be banked by an employee at any one time is eighty (24080) hours. Once a Bargaining Unit member has reached the employee’s compensatory bank reaches eight (80) hours, he/she shall be paid in cash for each hour(s) or part thereof worked above the maximum hours amount of allowable accrued compensatory time. (b) As an employee uses the compensatory time in his/her compensatory bank under this section, his/her bank will fall below the maximum eighty (80) hours. When this occurs, he/she shall accumulate compensatory time for each instance the employee works overtime until the maximum of 80 hours is reached. Each time the maximum is reached, he/she shall be paid in cash as compensation for overtime hours worked, all additional overtime will set forth above. Any unused compensatory time shall be paid. The Bargaining Unit member may choose to carry rolled over any balance into the following year. Any balance . (c) Employees may request in writing and provide to their department head or designee to revert back to cash payment for overtime hours worked once a year regardless of compensatory hours in their bank. These Employees will no longer receive compensatory time carried over into for that year. Once the request is made the County shall make overtime payments at the rate of time and one-half (1.5) for each hour or part thereof worked no later than the next pay period. The Employee will not be eligible again for compensatory time until the following year shall count towards when the two hundred forty (240) hour cap in that year. Compensatory time off must be taken at a time agreeable to appropriate request is filed with 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 memberemployee’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 sevendepartment head.

Compensatory Time. A Bargaining Unit member may choose ‌ If an employee is scheduled to take compensatory work beyond his normally scheduled hours of work, comp time shall be granted in lieu of overtime compensation pay if such choice is indicated during the tour employee, in his discretion, so elects. The amount of duty in which the overtime is worked. Compensatory comp time shall be credited to calculated on the Bargaining Unit member and accumulated same basis as the employee would have been paid for hours in question (i.e., if the employee would have been paid at straight time, one hour of comp time shall be granted for each hour worked; if the rate of one employee would have been paid at time and one-half, one and on-half (1 ½) hours for each overtime hour worked. Each Bargaining Unit member’s compensatory of comp time bank shall be limited granted for time worked beyond his/her normally scheduled hours of work). Employees may schedule compensatory (hereinafter referred to as “comp”) time in accumulation a minimum of one (1) hour and up to a maximum number of two 24 hours at one time in one (1) hour blocks, provided that all such time is pre-approved by the Fire Chief or his designee. At no time shall the comp bank for any covered Employee exceed one hundred forty twenty (240120) hourshours and the Employer retains the right to buy back some or all of the Employee’s comp bank at the end of each calendar year. Once a Bargaining Unit member has reached Unpaid comp time remaining unused will carry-over from year to year. Upon separation, the maximum hours Village shall buy back all unused accumulated time in the comp bank at one hundred percent (100%) of compensatory the regular salary of the Employee at the time as compensation for overtime hours workedof separation, all additional overtime will be paidor allow Employee to use accumulated time in bank prior to separation. The Bargaining Unit member may choose to carry over any balance into Parties agree as follows: a. Comp time shall be at 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 employee’s request, and must be taken at a given to his/her Battalion Chief no sooner than one Month prior of the date requested. b. For the purpose of Comp Time, Vacation, Furlough and ▇▇▇▇▇ days six (6) employees shall be allowed off each platoon day with no more than two (2) Lieutenants scheduled off on any given day. More than six (6) employees shall be allowed to be scheduled off provided that ▇▇▇▇▇▇▇ is met per Article XIX, Safety, Section 3. Minimum Platoon Complement. c. Comp time agreeable approved prior to the Department and the Bargaining Unit member. Approval for compensatory time off shift requested shall not be unreasonably withheld. Compensatory canceled. d. Comp time off should may be granted anytime by the Shift commander, for employees who have a personal emergency. e. The Shift Commander shall approve comp time the shift prior if the ▇▇▇▇▇▇▇ level on the day of the requested comp time is 19 or more employees scheduled to work. f. Comp time can only be requested as far if the employee has the time in advance as possible but his accrued bank. g. The Shift Commander will approve comp time if requested at the start of an employee’s workday or during the workday and there are 19 or more employees on duty and there is no later department overtime scheduled that day. The Shift Commander shall not be required to grant comp time if it will cause overtime. h. If more 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 one employee notifies his/her request has been approved. Approval Battalion Chief on the same day for compensatory future comp time and the comp time is not available for more than one employee, then the employee with the most seniority shall be granted the comp time. i. No employee shall have comp time unreasonably denied. j. Comp time shall not be unreasonably withheld. As soon as allowed on 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 following Village events a. Village Picnic b. Pathways Parade c. Fourth 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 sevenJuly Celebration d. Fire Department Open House during Fire Prevention Week e. Bolingbrook Annual Paintball Tournament

Compensatory Time. A Bargaining Unit member may choose 1. Employees shall be provided with the opportunity to take accrue compensatory time in lieu of cash payment for overtime compensation if such choice is indicated during the tour of duty in which the overtime is worked. 2. Compensatory time shall be credited earned at 1½ times the number of overtime hours worked. 3. Employees shall have the right to select the Bargaining Unit member and accumulated method of overtime reimbursement (cash payment or earned compensatory time) at the rate time the overtime is worked or by the end of one and one-half (1 ½) hours for each the payroll period in which the overtime hour was worked. Each Bargaining Unit memberThe employee’s selection shall not be altered at a subsequent date unless by mutual agreement with the employee supervisor. 4. Employees may request payment of all or a portion of their earned compensatory time bank at any time during the calendar year; however, any such request shall be limited made at least one payroll period in accumulation to a maximum number of two hundred forty (240) hoursadvance. Once a Bargaining Unit member has reached Payment shall be made within the maximum hours next payroll period immediately following the request. 5. The use of compensatory time as compensation for overtime hours worked, all additional overtime will shall be paidsubject to approval by the employee’s supervisor. 6. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance Accrual 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 exceed a maximum of 240 hours per calendar year. 7. Compensatory time shall not be unreasonably withhelddeferred beyond June 30th of the fiscal year in which it was earned. As Employees will be paid off as soon as administratively possible for any unused compensatory time by this date. This change resulted in payment not being made for unused compensatory time as of December 31, 2008. Instead compensatory time earned during the employer notifies period of January 1, 2008 through June 30, 2009 and not used will be paid off as soon as administratively possible following June 30, 2009. 8. Compensatory time shall not be substituted for requested vacation time unless approved by the member that his/her request has been approvedemployee’s supervisor. 9. The City agrees to participate in a joint committee consisting of three members from the APAGR and three members from Management to discuss flexible work schedules, telecommuting arrangements, mobility options, 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 sevengovernment center MOU.

Compensatory Time. A Bargaining Unit member may choose (a) Compensatory time is not vacation (annual) leave as provided elsewhere in the Agreement but is considered deferred compensation for time already worked. Therefore, in addition to take any rights to or restrictions on the accumulation of vacation or annual leave, however termed, only compensatory time accumulated within twenty-four (24) months preceding separation of employment and not actually taken by the employee nor paid out during that period, shall be paid in lieu of overtime compensation if such choice full amount that is indicated during owed to the tour of duty in which the overtime is workedemployee. Compensatory time on the books for more than twenty-four (24) months (earned) prior to separation shall be paid in full amount that is owed to the employee, however, shall not be credited to the Bargaining Unit member employee’s pension calculation. (b) An employee may use compensatory time for the following purposes, provided that an Engineer Officer is available to substitute for the employee and accumulated that the Employer does not incur any overtime wage costs in scheduling of this compensatory time: (1) Daily for reasons of Union representation, training and/or personal use. (c) An Engineer Officer may take compensatory time scheduled in increments of eighty (80) hours, provided it is scheduled at the rate time the employee completes his annual vacation request and provided further that Vacation Relief Engineer Officers are available. In calculating the number of one and one-half (1 ½) hours for each overtime hour worked. Each Bargaining Unit member’s Vacation Relief Engineer Officers required, the compensatory time bank shall be limited in accumulation component will include the number of compensatory time hours requested per employee, to a maximum number of two one-hundred forty sixty (240160) hours. Once a Bargaining Unit member has reached Compensatory leave requests will be scheduled based on the maximum hours Engineer Officer's length of seniority with the Employer. (d) Temporary Relief Engineers who are not permanent Engineer Officers with WSF shall be paid for the compensatory time as compensation for overtime hours workedaccrued upon the termination of the relief assignment. (e) Unless otherwise specified in this Agreement, all additional overtime an employee will be paid. The Bargaining Unit member may choose entitled, upon request, to carry over any balance into the following year. Any balance or all of his or her compensatory time carried over into that has accrued upon layoff, resignation, termination for cause or for extended sick leave when the following year shall count towards the two hundred forty employee has no remaining accrued sick leave credit or accrued vacation time. (240f) 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 Any accrued compensatory time shall not be unreasonably withheldpaid to the designated beneficiary or beneficiaries of the employee in the event of the death of that employee. As soon as The Employer will provide a form for the employer notifies employee to designate a beneficiary(s). (g) Compensatory time used for training that is taken on the member that his/her request has been approved, and if the employer determines that the shift Engineering Officer’s normal off week will be filled, the employer will post the overtime assignment re-credited or reimbursed 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 sevenby the Employer.

Compensatory Time. A Bargaining Unit member The following provisions shall apply: A. Employees may choose annually elect to take accrue overtime compensatory time off in lieu of overtime compensation if such choice is indicated during pay. Eligible employees who elect to receive compensatory time off must agree to do so for a full fiscal year (July 1 through June 30). The employee must notify his/her departmental payroll staff of any change in the tour election by May 31 of duty each year. B. The names of those employees electing to accrue compensatory time off shall be placed on a list maintained by the Department. Employees who become eligible (i.e., newly hired employees, employees promoting, demoting, etc.) for compensatory time off in which the accordance with these guidelines must elect to accrue compensatory time or they will be paid for authorized overtime is hours worked. . C. Compensatory time off shall be credited to the Bargaining Unit member and accumulated accrued at the rate of one and one-half (1 ½1- 1/2) times the actual authorized overtime hours worked by the employee. D. Employees may not accrue a compensatory time off balance that exceeds one hundred twenty (120) hours for each (i.e., eighty [80] hours at time and one- half). Once the maximum balance has been attained, authorized overtime hour workedhours will be paid at the overtime rate. Each Bargaining Unit member’s If the employee's balance falls below one hundred twenty (120) hours, the employee shall again accrue compensatory time bank off for authorized overtime hours worked until the employee's balance again reaches one hundred twenty (120) hours. E. Accrued compensatory time off shall be limited carried over for use in accumulation to a maximum number of two the next fiscal year; however, as provided in d above, accrued compensatory time off balances may not exceed one hundred forty twenty (240120) hours. Once a Bargaining Unit member has reached the maximum hours . F. The use of accrued compensatory time as compensation for overtime hours worked, all additional overtime will off shall be paid. The Bargaining Unit member may choose to carry over any balance into by mutual agreement between the following year. Any balance of compensatory time carried over into Department Head or his/her designee and the following year shall count towards the two hundred forty (240) hour cap in that yearemployee. 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 withheldtaken when the employee should be replaced by another employee who would be eligible to receive, for time worked, either overtime payment or compensatory time accruals as provided for in this Section 7.3 (Compensatory Time). This provision may be waived at the discretion of the Department Head or his or her designee. G. When an employee promotes, demotes, or transfers from one classification eligible for compensatory time off to another classification eligible for compensatory time off within the same department, the employee's accrued compensatory time off balance will be carried forward with the employee. H. Compensatory time accrual balances will be paid off should when an employee moves from one department to another through promotion, demotion or transfer. Said payoff will be requested made in accordance with the provisions and salary of the class from which the employee is promoting, demoting or transferring as far set forth in advance as possible but no later than forty eight subsection 7.3 (48Compensatory Time) hours in advance. When Bargaining Unit members request paragraph I below. I. Since employees accrue compensatory time off at least 45 calendar days in advancethe rate of one and one-half (1-1/2) hours for each hour of authorized overtime worked, they shall be paid their accrued hours of compensatory time at the employer will, within five (5) working days straight time rate of the request being made, notify the member whether or not his/her request has been approvedpay whenever: 1. Approval The employee changes status and is no longer eligible 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 coveredoff. 2. The employee being mandated promotes, demotes or transfers to another department. 3. The employee separates from County service. 4. The employee retires. J. The Office of the County Auditor-Controller will have the lowest number of overtime hours worked establish timekeeping procedures to administer this Section 7 (Overtime and will be notified by a supervisor. In the event the employee being mandated is on an approved leave and cannot be provided sevenCompensatory Time Off).

Compensatory Time. A Bargaining Unit member Overtime (excluding callback and reimbursable overtime) may choose to take be paid in the form of compensatory time off. For mandatory overtime, with less than two (2) week posting/notice, employees will have the option of choosing, for each incident, whether overtime hours worked will be paid or accumulated as compensatory time. Once the comp time or overtime slip is completed, it cannot be modified, except under the following circumstances: • Death of the employee (in lieu this event, payment will be made to the beneficiary); or • Involuntary separation of the employee. Voluntary overtime compensation if such choice is indicated during opportunities will be compensated as offered by the tour Department, but in no event will compensatory time accumulation exceed 60 hours. The Department will not limit the number of duty in which hours an employee can accumulate up to the overtime is workedmaximum of 60. Compensatory time shall will be credited to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½1½) 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 times 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 not accumulate beyond 60 hours. Compensatory time can only be notified by requested in no less than 1/4 hour increments. Effective July 1, 2020, employees will not be permitted to utilize more than 180 hour of compensatory time each year. The use of compensatory time off will be allowed on the basis of operational requirements and necessity. All time off scheduling will default to compensatory time first unless it would result in the loss of accrued vacation leave. Compensatory time will also be used as a supervisorfirst default when sick is exhausted if not already identified. In the event an employee is denied the use of comp time and such denial is not consistent with provisions of the FLSA, the employee being mandated is on may demand payment of any of their accrued comp time bank. Such demand shall be submitted in the form of a memorandum to the employee’s supervisor who will forward to Payroll for processing. Accumulated compensatory time must be utilized prior to separation from the Department. In the event an approved leave and employee cannot be provided sevenscheduled this time off prior to separation, the employee will be paid for accumulated comp time remaining on the books. To request compensatory time in lieu of overtime, complete the Compensatory Time Request, LVMPD 307 (available as a template and hard copy). To request usage of accumulated compensatory time, complete a leave request in ESS. The use of this procedure does not preclude a supervisor and an employee from mutually agreeing to a shift adjustment to accommodate activities during a work week. A shift adjustment must be made during the same work week and does not require completion of a leave slip or other documentation, unless the use of overtime/comp time is done in conjunction with the shift adjustment.

Compensatory Time. A Bargaining Unit member The following provisions shall apply: A. Employees may choose periodically elect to take accrue compensatory time off in lieu of overtime compensation if such choice is indicated during pay. Eligible employees must notify their Department Head or designee of their intention to accrue compensatory time off or to receive overtime pay at least thirty (30) days in advance of the tour change. B. The names of duty those employees electing to accrue compensatory time off shall be placed on a list maintained by the Department. Employees who become eligible (i.e., newly hired employees, employees promoting, demoting, etc.) for compensatory time off in which the accordance with these guidelines, must elect to accrue compensatory time or they will be paid for authorized overtime is hours worked. . C. Compensatory time off shall be credited to the Bargaining Unit member and accumulated accrued at the rate of one and one-half (1 ½1-1/2) times the actual authorized overtime hours worked by the employee. D. Employees may not accrue a compensatory time- off balance that exceeds one hundred twenty (120) hours for each (i.e., eighty [80] hours at time and one-half [1-1/2]). Once the maximum balance has been attained, authorized overtime hour workedhours will be paid at the overtime rate. Each Bargaining Unit member’s If the employee's balance falls below one hundred twenty (120) hours, the employee shall again accrue compensatory time bank off for authorized overtime hours worked until the employee's balance again reaches one hundred twenty (120) hours. E. Accrued compensatory time off shall be limited carried over for use in accumulation to a maximum number of two the next fiscal year; however, as provided in D. above, accrued compensatory time-off balances may not exceed one hundred forty twenty (240120) hours. Once a Bargaining Unit member has reached the maximum hours . F. The use of accrued compensatory time as compensation for overtime hours workedoff shall be by mutual agreement between the Department Head or designee and the employee. In cases of emergency, all additional overtime employees will be paid. The Bargaining Unit member may choose allowed to carry over any balance into the following year. Any balance of use compensatory time carried over into with the following year approval of their supervisor to supplement any unpaid hours. Such approval shall count towards the two hundred forty (240) hour cap in that yearnot be denied unless employee has received prior notice. 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 withheldtaken when the employee should be replaced by another employee who would be eligible to receive, for time worked, either overtime payment or compensatory time accruals as provided for in this Section. This provision may be waived at the discretion of the Department Head or designee. G. When an employee promotes, demotes or transfers from one classification eligible for compensatory time off to another classification eligible for compensatory time off within the same department, the employee's accrued compensatory time-off balance will be carried forward with the employee. H. Compensatory time accrual balances will be paid off should when an employee moves from one department to another through promotion, demotion or transfer. Said payoff will be requested made in accordance with the provisions and salary of the class from which the employee is promoting, demoting or transferring as far set forth in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request I. below. I. Since employees accrue compensatory time off at least 45 calendar days in advancethe rate of one and one-half (1-1/2) hours for each hour of authorized overtime worked, accrued compensatory time balances will be paid off at the employer will, within five straight time rate (5) working days two-thirds [2/3] of the request being made, notify overtime rate) for the member whether or not his/her request has been approvedemployee's current salary whenever: 1. Approval the employee changes status and is no longer eligible for compensatory time shall not be unreasonably withheldoff; 2. As soon as the employer notifies employee promotes, demotes or transfers to another department; 3. the member that his/her request has been approved, and if employee separates from County service; 4. 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 employee retires. J. The Office of the beginning of the shift that needs County Auditor-Controller will establish time-keeping procedures 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 sevenadminister this Section.

Compensatory Time. A Bargaining Unit member The following provisions shall apply: A. Employees may choose periodically elect to take accrue compensatory time off in lieu of overtime compensation if such choice is indicated during pay. Eligible employees must notify their Department Head or his or her designee of their intention to accrue compensatory time off or to receive overtime pay at least thirty (30) days in advance of the tour change. B. The names of duty those employees electing to accrue compensatory time off shall be placed on a list maintained by the Department. Employees who become eligible (i.e., newly hired employees, employees promoting, demoting, etc.) for compensatory time off in which the accordance with these guidelines must elect to accrue compensatory time or they will be paid for authorized overtime is hours worked. . C. Compensatory time off shall be credited to the Bargaining Unit member and accumulated accrued at the rate of one and one-half (1 ½1-1/2) times the actual authorized overtime hours worked by the employee. D. Employees may not accrue a compensatory time off balance that exceeds one hundred twenty (120) hours for each (i.e., eighty (80) hours at time and one-half). Once the maximum balance has been attained, authorized overtime hour workedhours will be paid at the overtime rate. Each Bargaining Unit member’s If the employee's balance falls below one hundred twenty (120) hours, the employee shall again accrue compensatory time bank off for authorized overtime hours worked until the employee's balance again reaches one hundred twenty (120) hours. E. Accrued compensatory time off shall be limited carried over for use in accumulation to a maximum number of two the next fiscal year; however, as provided in D above, accrued compensatory time off balances may not exceed one hundred forty twenty (240120) hours. Once a Bargaining Unit member has reached the maximum hours . F. The use of accrued compensatory time as compensation for overtime hours worked, all additional overtime will off shall be paid. The Bargaining Unit member may choose to carry over any balance into by mutual agreement between the following year. Any balance of compensatory time carried over into Department Head or his/her designee and the following year shall count towards the two hundred forty (240) hour cap in that yearemployee. 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 withheldtaken when the employee should be replaced by another employee who would be eligible to receive, for time worked, either overtime payment or compensatory time accruals as provided for in this Section. This provision may be waived at the discretion of the Department Head or his or her designee. G. When an employee promotes, demotes or transfers from one classification eligible for compensatory time off to another classification eligible for compensatory time off within the same department, the employee's accrued compensatory time off balance will be carried forward with the employee. H. Compensatory time accrual balances will be paid off should when an employee moves from one department to another through promotion, demotion or transfer. Said payoff will be requested made in accordance with the provisions and salary of the class from which the employee is promoting, demoting or transferring as far set forth in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request i below. I. Since employees accrue compensatory time off at least 45 calendar days in advancethe rate of one and one-half (1-1/2) hours for each hour of authorized overtime worked, they shall be paid their accrued hours of compensatory time at the employer will, within five (5) working days straight time rate of the request being made, notify the member whether or not his/her request has been approvedpay whenever: 1. Approval The employee changes status and is no longer eligible 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 coveredoff. 2. 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 sevenpromotes, demotes or transfer to another department.

Compensatory Time. A Bargaining Unit member may choose A. Employees receiving overtime pay who wish to take accrue compensatory time off in lieu of overtime pay shall notify the department on the approved form indicating their desire to accrue compensatory time off at least seven (7) calendar days prior to July 1 of each year. Employees accruing compensatory time off and who wish to continue to accrue compensatory time off in a subsequent fiscal year are not required to notify the department. An employee wishing to change the method of overtime compensation if such choice is indicated (overtime pay to compensatory time off or compensatory time off to overtime pay) during the tour fiscal year may do so by notifying the department on the approved form with thirty (30) days notice of duty such change. Only one such change shall be allowed per fiscal year. B. The names of those employees electing to accrue compensatory time off shall be placed on a list maintained by the department. At time of appointment, newly appointed employees may elect to accrue compensatory time off in which lieu of overtime pay by notifying the overtime is worked. department on the approved form. C. Compensatory time off shall be credited to the Bargaining Unit member and accumulated accrued at the rate of one and one-half (1 ½1- 1/2) times the actual authorized overtime hours worked by the employee. A permanent part-time employee shall accrue compensatory time off at the rate of one (1) hour for each hour worked in excess of the employee's regular workweek for those hours which are not authorized overtime. D. Employees may not accrue a compensatory time off balance that exceeds one hundred twenty (120) hours for each (i.e. eighty (80) hours at time and one-half). Once the maximum balance has been attained, authorized overtime hour workedhours worked will be paid at the overtime rate. Each Bargaining Unit member’s If the employee's balance falls below one hundred twenty (120) hours, the employee shall again accrue compensatory time bank off for authorized overtime hours worked until the employee's balance again reaches one hundred twenty (120) hours. E. Accrued compensatory time off shall be limited carried over for use in accumulation to a maximum number of two the next fiscal year; however, as provided in D. above, accrued compensatory time off balances may not exceed one hundred forty twenty (240120) hours. Once a Bargaining Unit member has reached the maximum hours . F. The use of accrued compensatory time as compensation for overtime hours worked, all additional overtime will off shall be paid. The Bargaining Unit member may choose to carry over any balance into by mutual agreement between the following year. Any balance of compensatory time carried over into Department Head or his designee and the following year shall count towards the two hundred forty (240) hour cap in that yearemployee. 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 withheldtaken when the employee would be replaced by another employee who would be eligible to receive, for time worked, either overtime payment or compensatory time accruals as provided for in this Section. This provision may be waived at the discretion of the Department Head or his designee. G. When an employee promotes, demotes or transfers from the classification eligible for compensatory time off to another classification eligible for compensatory time off within the same department, the employee's accrued compensatory time off balance will be carried forward with the employee. H. Compensatory time accrual balances will be paid off should when an employee moves from one department to another through promotion, demotion or transfer. Said payoff will be requested made in accordance with the provisions and salary of the class from which the employee is promoting, demoting or transferring as far provided in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request I. below. I. Since employees accrue compensatory time off at least 45 calendar days in advancethe rate of one and one- half (1-1/2) hours for each hour of authorized overtime worked, accrued compensatory time balances shall be paid off at the employer will, within five straight time rate (5two- thirds (2/3) working days of the request being made, notify overtime rate) for the member whether or not his/her request has been approvedemployee's current salary whenever: 1. Approval the employee changes status and is no longer eligible for compensatory time shall not be unreasonably withheldoff; 2. 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 promotes, demotes or transfers to another department; 3. the employee separates from County service; 4. the employee retires; 5. the employee is on an approved granted a leave of absence. J. Compensatory time off shall be accrued and cannot be provided seventaken in increments of one-tenth (1/10) hour (six (6) minutes).

Compensatory Time. A Bargaining Unit member Employees may choose periodically elect to take accrue compensatory time off in lieu of overtime compensation if such choice is indicated during pay. Eligible employees must notify CCCERA in advance of the tour of duty in which the intention to accrue compensatory time off rather than receive overtime is worked. pay A. Compensatory time off shall be credited to the Bargaining Unit member and accumulated accrued at the rate of one and one-half (1 ½1-1/2) times the actual authorized overtime hours worked by the employee. B. Employees may not accrue a compensatory time off balance that exceeds one hundred twenty (120) hours for each (i.e., eighty (80) hours at time and one-half). Once the maximum balance has been attained, authorized straight time and overtime hour workedhours will be paid at the applicable straight time or overtime rate. Each Bargaining Unit member’s If the employee's balance falls below one hundred twenty (120) hours, the employee shall again accrue compensatory time bank off for authorized straight time and overtime hours worked until the employee's balance again reaches one hundred twenty (120) hours. C. Accrued compensatory time off shall be limited carried over for use in accumulation to a maximum number of two the next fiscal year; however, as provided in b. above, accrued compensatory time off balances may not exceed one hundred forty twenty (240120) hours. Once a Bargaining Unit member has reached the maximum . D. Employees may not use more than one hundred twenty (120) hours of compensatory time as compensation for overtime hours worked, all additional overtime will be paid. off in any year period (January 1 – December 31). E. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance use of accrued compensatory time carried over into off shall be by mutual agreement between CCCERA and the following year shall count towards the two hundred forty (240) hour cap in that yearemployee. 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 withheldtaken when the employee would be replaced by another employee who would be eligible to receive, for time worked, either overtime payment or compensatory time accruals as provided for in this Section. Compensatory time off should This provision may be requested as far in advance as possible but no later than forty eight (48) hours in advance. waived at the discretion of CCCERA. F. When Bargaining Unit members request an employee promotes, demotes or transfers from one classification eligible for 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 to another classification eligible for compensatory time shall not be unreasonably withheld. As soon as off, the employer notifies the member that his/her request has been approved, and if the employer determines that the shift employee's accrued compensatory time off balance will be filled, carried forward with 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 employee. G. Compensatory time accrual balances will be filled, paid off when an employee moves from one classification eligible for compensatory time off to a mandate to cover classification that is not eligible for compensatory time off. Said payoff will be made in accordance with the shift will occur no less than seven (7) calendar days in advance provisions and salary 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 class from which the employee being mandated is on an approved leave and cannot be provided sevenpromoting, demoting or transferring as set forth below. H. CCCERA will establish timekeeping procedures to administer this Section.

Compensatory Time. A Bargaining Unit member may choose to take compensatory Compensatory time shall be governed as follows: 1. Regular and probationary employees may, with the prior approval of their supervisor, accrue compensation time in lieu of overtime compensation if such choice is indicated during the tour of duty in which the overtime is workedpay. Compensatory The accrual rate for 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 hour of overtime hour time worked. 2. Each Bargaining Unit member’s Once an employee has been credited with compensatory time bank time, the employee shall either take the CTO or shall be limited in paid for all hours accrued. Employees requesting payment for accrued CTO hours shall be paid by the next full pay period from the date requested. 3. Upon separation the employee will be paid at the employee’s current hourly rate or average of last three (3) years whichever is higher for the remaining compensatory balance. 4. Maximum 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 shall be paid240 hours. 5. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance parties further agree that usage of accrued compensatory time carried over into shall be governed as follows: The City and Department agree that an employee’s CTO request will generally be granted, unless granting the following year shall count towards CTO would provide undue disruption to operation of the two hundred Department as determined by the Chief of Police or designee, including if it would result in below recommended minimum staffing levels on any shift. If the CTO request is for less than forty (24040) hour cap in that year. Compensatory time off must be taken hours and the employee provides at a time agreeable to least fourteen (14) days’ notice for the request, the Department agrees to grant CTO leave on the specific date requested even where backfilling on overtime is required unless granting the CTO would provide an undue disruption to operation of the Department as specified herein. If the CTO request is for more than forty (40) hours and the Bargaining Unit memberemployee provides at least twenty-eight (28) days’ notice for the request, the Department agrees to grant CTO leave on the specific date requested even where backfilling on overtime is required unless granting the CTO would provide an undue disruption to operation of the Department as specified herein. a. Each shift shall be treated and considered separately. b. Granting the CTO shift, as set forth in subparagraph 5, shall apply to requests issued after shift bidding. Approval Requests for CTO leave prior to shift bidding shall be granted at the discretion of the Chief of Police or his/her designee. c. The employee requesting the use of compensatory time off shall not generally be unreasonably withheld. Compensatory time off should be requested notified 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 to whether the request being made, notify has been granted by the member whether or not end of his/her shift, or within a reasonable amount time thereafter. If an employee requests to use CTO on multiple shifts where other circumstances delay the Department’s ability to grant or deny the request immediately, the Department shall notify the employee of whether the request is granted within a reasonable amount of time. If within one year of employee’s request, the time off has not been approvedgranted, the City shall cash-out the amount of CTO requested. d. Supervisors may grant CTO requests at their discretion where granting the leave may require the Department to backfill for overtime. Approval Generally, such requests will be granted where the employee is able to demonstrate a special need for compensatory time shall not be unreasonably withheld. As soon as the employer notifies the member that his/her request has been approvedCTO leave usage, and if the employer determines that the shift will use of other available leave types is not practical. e. CTO requests from Communications staff for time off shall 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 submitted no less than seven (7) calendar 7 days in advance before date 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 sevenrequest.

Compensatory Time. A Bargaining Unit member A. The parties agree that FLSA-exempt members may choose at times be required to take work longer work hours than normal. Subject to the provisions of 18.2(B), when those hours exceed forty (40) for full-time employees (pro-rated for part-time employees) in a work week, the employee may be eligible for compensatory time. This section is designed to treat such situations equitably and to recognize the work, commitment and dedication of employees who put in these extended hours. B. Compensatory time is granted on an hour-for-hour basis. Whenever possible, the employee and the supervisor shall discuss in advance the need for unusually longer work hours and shall agree in writing that this work shall be governed by this provision and that documented work hours beyond forty (40) hours for full-time employees or the hours which their percentage of employment yields when multiplied by 40 (e.g., a ½ time employee needs to work 20 hours to be considered for compensatory time) in a work week will be treated as compensatory time in lieu of overtime compensation if such choice is indicated during earned. Department heads or designees have the tour of duty in which the overtime is workedauthority to approve compensatory time. Compensatory time shall not be credited to the Bargaining Unit member and accumulated at the rate of one and oneunreasonably denied. DocuSign Envelope ID: AEE5CD1D-7681-half (1 ½) hours for each overtime hour worked4F1A-9937-C0D4107B31DD DocuSign Envelope ID: 7D2F41D7-6349-4FE3-A65E-5FE0671CF261 C. Compensatory time is not cumulative beyond a twelve month period. Each Bargaining Unit member’s For this reason, an employee should take compensatory time bank as soon as possible after it is credited. Supervisors shall make every effort to allow compensatory time earned to be limited in accumulation used. 1.) Compensatory time not used within twelve calendar months after it is credited will be forfeited. 2.) Compensatory time may not be transferred to a maximum number any type of two hundred forty (240leave. 3.) hours. Once a Bargaining Unit member has reached the maximum hours There is no payout of compensatory time as compensation for overtime hours worked, all additional overtime will be paidand any remaining compensatory time is lost when an employee separates from the University. The Bargaining Unit employee’s separation date may not be moved forward in order to pay for compensatory time. 4.) A bargaining unit member may choose request to carry over any balance into the following year. Any balance of use compensatory time carried over into the following year shall count towards the two hundred forty (240) hour cap in that yearleave as it accrues. Compensatory time off must leave requests shall be taken at a time agreeable granted unless, in the supervisor’s opinion, it is impossible or impractical to the Department and the Bargaining Unit memberdo so because of work schedules or emergencies. 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 Employee requests to use compensatory time shall not be unreasonably withhelddenied. As soon as The supervisor shall make reasonable efforts to insure that a bargaining unit member, having requested compensatory leave, is granted such leave in order to prevent the employer notifies loss of earned compensatory time. If a conflict in compensatory requests arises, the member supervisor shall give consideration to the employee(s) with the most seniority, provided that his/her request has been approved, operational needs are met. Compensatory time may be used in lieu of any other earned or accrued time. D. Total number of hours worked shall be reported on the time and if the employer determines that the shift attendance sheet. Compensatory time earned or used will be filled, recorded on the employer will post the overtime assignment to cover the member’s requesttime and attendance sheet. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift Compensatory time used will be filledcounted in a first earned, 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 sevenfirst used basis.

Compensatory Time. A Bargaining Unit member may choose (a) Employees entitled 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 paid cash 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 the applicable rate. Management may grant or deny such request consistent with the provisions of section b, below, which allows for compensatory time accrual of at least 45 calendar days 56 hours or for 80 hours in advancethe case of certain Agency of Transportation employees as referenced below in subsection (b), and if granted, shall endeavor to schedule the time off within a reasonable time. The 56 hour minimum compensatory time accrual limit shall revert to 48 hours on June 30, 2003 for Game Wardens and Game Warden Trainees. Unused compensatory time off earned during the accrual “year A” may be carried over until the end of accrual “year B”, but not thereafter. Unused Year A compensatory time off which has not been used by the end of Year B, through no fault of the employee, will be paid off in cash at the base hourly rate of pay then prevailing. Year A is defined as the first full pay period in July through the pay period which includes June 30th. Year B is the same period the following year. Employees in Overtime Category 17 or 18 who are unable to use their compensatory time balances, through no fault of their own, may request that Year A comp time be paid off in cash at the end of Year B. Such request may be granted in exceptional circumstances with the approvals of the Department or Agency head and the Commissioner of Personnel. (b) The following provisions shall apply in any case where an employee who is assigned to work overtime has requested to be credited with comp time rather than to be paid in cash. (1) The minimum comp time accrual per employee enforceable under the provisions of this Section is a rolling 56 hours. Effective June 30, 2003, the minimum comp time accrual per employee enforceable under the provisions of this Section shall be a rolling 48 hours for Game Wardens and Game Warden Trainees. Provided, for Transportation Maintenance Workers in the Agency of Transportation who are subject to Special Snow Season Status under Article 68 only, the minimum shall be a rolling 80 hours. This contractual minimum is not intended as a restriction on any manager or supervisor who, pursuant to any departmental policy or otherwise, has the discretion to permit comp time accrual in excess of the applicable rolling hour limit, or 80 hours as the case may be. Likewise, this contractual minimum is not intended to require any department which has a policy to allow a minimum comp time accrual in excess of this applicable rolling hour limit to discontinue such policy. Any department shall be free to adopt, continue, discontinue or modify any such policy above the minimum comp time accrual established hereunder without recourse to the grievance procedure. The failure of a manager or supervisor to permit comp time accrual above the established minimum herein shall not be subject to the grievance procedure. Compensatory time off granted for work on a floating holiday shall be permitted to exceed the applicable minimum accrual. However, subsequent requests for comp time that would exceed the minimum accrual are not required to be granted. Compensatory time earned for work on a floating holiday shall not be counted in the rolling 80 hour minimum comp time accrual applicable to the Agency of Transportation employees referenced above. (2) In any case where overtime work is paid for by funds other than State tax funds (i.e. not General Fund, Transportation Fund, etc.), the State may, but shall not be required to, grant comp time for those overtime hours under the preceding paragraph. In such situations, where funds may not be available by the end of Year B or at other times to pay off or grant the time off, then supervisors may grant comp time, but require that it be used before the fund/grant expires. (3) Comp time accrual at or above the minimum established herein does not diminish the employer willdiscretion, within five already existing under this Agreement, to deny comp time usage pursuant to the operating needs of a Department. Denial by management of an employee request to use comp time may result in all such accrued comp time being bought out in cash pursuant to the provisions of the Overtime Article, Section 6. (4) Nothing herein shall limit departmental practices requiring employees to use “Year A” compensatory time to avoid losing it at the end of “Year B”. (5) working days Except for mandatory compensatory time such as for overtime on a holiday worked, or for time granted for a floating holiday, any compensatory time off balance at the end of the pay period next following May 1, may, at the sole discretion of the appointing authority, be paid off in cash, in whole or in part, at the straight-time rate of pay then prevailing. If requested by the employee, up to 48 hours balance shall be retained and not be paid off. Such a request being mademay be denied if the primary funding source is not State tax funds. (c) Compensatory time off granted in lieu of cash overtime compensation in accordance with the requirements of the Fair Labor Standards Act (FLSA) shall not exceed the statutory limits of accrual, notify the member whether or not his/her request has been approved. Approval for and usage of any such FLSA compensatory time off shall be in compliance with any appropriate FLSA regulations. (d) Compensatory time off may 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 deducted in increments of less than one-half hour. (e) On any separation from service unused compensatory time off will be filledpaid off in cash in a lump sum with the final paycheck at the employee’s, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtimethen, 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 sevenbase rate.

Compensatory Time. A Bargaining Unit member may choose Code 1 employees who are authorized to take work more than eight (8) hours in a day, or if on an alternative work schedule, in excess of their regularly scheduled hours, or more than forty (40) hours in a week shall be compensated in cash payment for such overtime or may, with the mutual consent of the Employer and the employee, be compensated with compensatory time credits for such overtime. Requests by employees for overtime payment 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 form 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 credits shall not be unreasonably withhelddenied. Compensatory time off should be requested as far in advance as possible but no later Code 2 employees who are authorized to work more than forty eight (4840) hours in advance. When Bargaining Unit members request a week shall be compensated in cash payment for such overtime or may, with the mutual consent of the Employer and the employee, be compensated with compensatory time off at least 45 calendar days credits for such overtime. Requests by employees for overtime payment in advance, the employer will, within five (5) working days form of the request being made, notify the member whether or not his/her request has been approved. Approval for compensatory time credits shall not be unreasonably withhelddenied. As soon Authorized compensatory time for Code 1 and Code 2 employees shall be provided to the timekeeper with a record of compensatory hours earned and such time shall be recorded in the time report. Accumulated totals shall be maintained on the employees pay stub in the same manner as annual and sick credits. Code 3 employees are not eligible for overtime payment. Such employees may, however, with the employer notifies mutual consent of the member Employer, maintain records of authorized time worked in excess of forty (40) hours in a week with the understanding that his/her request has been approved, and an equivalent amount of time may be taken off at a subsequent time as if the employer determines that the shift such accumulated time were compensatory time. Such time for Code 3 employees will be filledaccumulated on an hour for hour basis rather than at the overtime rate. Records of such accumulated time for Code 3 employees will be maintained by the supervisor and the employee and will not be recorded in the time report. If the Employer does not permit a Code 1 or Code 2 employee to use accrued compensatory time credits before the end of the fiscal year in which the credits have been earned, 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 employee may choose one (71) 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 sevenfollowing options:

Compensatory Time. A Bargaining Unit member An employee may choose to take request compensatory time at the appropriate rate in lieu of pay. Such request shall be made prior to the acceptance of an overtime compensation if work assignment. The granting of such choice request shall be at the discretion of the Employer. The Employer shall make its decision known to the employee no later than one (1) work week after the request was made. If the request is indicated during denied, the tour employee shall be paid at the appropriate rate. If the request to accumulate compensatory time is granted, the use of duty accumulated compensatory time shall be granted based on the operational needs of the unit. Employees shall be allowed to utilize compensatory time for periods of layoff in which accordance with the overtime is workedprovisions of Schedule C, Vacation Section 2: Vacation/Comp Time During Seasonal Layoffs. Compensatory time shall may 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) 75 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 is banked until used or paid out at time of separation of service with the Employer. During the last quarter of the fiscal year or in emergency situations, the Employer may request to meet with the Union and negotiate concerning the Employer's desire to offer overtime on a compensatory-time-only basis. Section 15.01 Except for Grounds Workers (see Section 15.05) overtime work shall be taken at distributed equally among employees within the same classification for all classifications covered by this Agreement. An employee's regular work schedule and job position shall be used in the determination of who will work on holidays, but not in the determination of which schedule individual employees will work. A. Overtime shall be distributed by logical units: Grounds Workers by classification, Laundry Workers by classification, Locker Room Attendants by departments, with Building Service Workers and Event Management, Dining and Hospitality Employees as provided herein. B. Overtime hours shall be posted on a time agreeable current basis, with hourly accumulation posted on an annual basis (except BSW and Event Management, Dining and Hospitality). C. Employees who agree to work an overtime assignment shall make a reasonable effort to give sufficient notice if they cannot fulfill the commitment. D. Employees who do not wish to be called for overtime shall submit a standardized form to the Department and the Bargaining Unit membersupervisor stating that they do not want to be called for overtime. Approval for compensatory time off The employee thereafter shall not be unreasonably withheldcalled for overtime unless a second standardized form is presented stating availability for overtime. Compensatory time off should The Employer shall provide the Union with copies of all submitted forms. E. Employees shall be requested as far called initially for overtime in advance as possible but no later than forty eight (48) hours in advanceaccordance with seniority. F. The Employer will leave a message on an employee's answering machine or voicemail that overtime is needed. When Bargaining Unit members request compensatory time off at least 45 calendar days in advanceIf the employee does not answer the call for overtime prior to another employee accepting, the employer will, within five (5) working days of the request being made, notify the member whether or employee is considered 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 requestavailable. If there are no volunteers is difficulty in leaving a message (ie. receive recording “cannot be completed as dialed”, mail box is full, message cuts off, etc.) the Employer will attempt the same number a second time prior to cover this need calling the next employee on the list. G. If any of the previous sections proves to be ineffective for overtimeManagement or the Union, both parties agree to meet to attempt to resolve the issue. H. For areas requiring special training, only those who were trained and if the employer determines that the shift have kept their skills current 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. offered overtime. I. In the event that Management determines that additional work is necessary at the end of a regularly scheduled work shift, the employee being mandated assigned to the area at that time (including employees who bid "relief") may volunteer to work the extra assignment if such overtime assignment is on an approved leave for two (2) hours or less. That employee shall be paid at the applicable rate. This assignment shall not constitute a call-back and canis not be provided sevensubject to the minimum call-back provision. If the extra assignment is for more than two (2) hours, provisions of this Article shall apply.

Compensatory Time. A Bargaining Unit member (a) Employees entitled to be paid cash for overtime may choose to take request 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 off at the rate applicable rate. Management may grant or deny such request consistent with the provisions of one and one-half section (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 workedb), 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 below, which allows for compensatory time off accrual of at least fifty-six (56) hours or for eighty (80) hours in the case of certain Agency of Transportation employees as referenced below in subsection (b), and if granted, shall not be unreasonably withheld. Compensatory endeavor to schedule the time off should be requested as far in advance as possible but no later than forty within a reasonable time. The fifty-six (56) hour minimum compensatory time accrual limit shall revert to forty-eight (48) hours in advanceon June 30, 2003, for Game Wardens and Game Warden Trainees. When Bargaining Unit members request Unused compensatory time off earned during the accrual “Year A” may be carried over until the end of accrual “Year B”, but not thereafter. Unused Year A compensatory time off which has not been used by the end of Year B, through no fault of the employee, will be paid off in cash at least 45 calendar days the base hourly rate of pay then prevailing. Year A is defined as the first full pay period in advanceJuly through the pay period which includes June 30th. Year B is the same period the following year. Employees in Overtime Category 18 who are unable to use their compensatory time balances, through no fault of their own, may request that Year A compensatory time be paid off in cash at the end of Year B. Such request may be granted in exceptional circumstances with the approvals of the Department or Agency head and the Commissioner of Human Resources. (b) The following provisions shall apply in any case where an employee who is assigned to work overtime has requested to be credited with compensatory time rather than to be paid in cash. (1) The minimum compensatory time accrual per employee enforceable under the provisions of this Section is a rolling fifty-six (56) hours. Effective June 30, 2003, the minimum compensatory time accrual per employee enforceable under the provisions of this Section shall be a rolling forty-eight (48) hours for Game Wardens and Game Warden Trainees. Provided, for Transportation Maintenance Workers in the Agency of Transportation who are subject to Special Snow Season Status under Article 68 only, the minimum shall be a rolling eighty (80) hours. This contractual minimum is not intended as a restriction on any manager or supervisor who, pursuant to any departmental policy or otherwise, has the discretion to permit compensatory time accrual in excess of the applicable rolling hour limit, or eighty (80) hours as the case may be. Likewise, this contractual minimum is not intended to require any department which has a policy to allow a minimum compensatory time accrual in excess of this applicable rolling hour limit to discontinue such policy. Any department shall be free to adopt, continue, discontinue or modify any such policy above the minimum compensatory time accrual established hereunder without recourse to the grievance procedure. The failure of a manager or supervisor to permit compensatory time accrual above the established minimum herein shall not be subject to the grievance procedure. (2) In any case where overtime work is paid for by funds other than State tax funds (i.e., not General Fund, Transportation Fund, etc.), the State may, but shall not be required to, grant compensatory time for those overtime hours under the preceding paragraph. In such situations, where funds may not be available by the end of Year B or at other times to pay off or grant the time off, then supervisors may grant compensatory time, but require that it be used before the fund/grant expires. (3) Compensatory time accrual at or above the minimum established herein does not diminish the employer willdiscretion, within five already existing under this Agreement, to deny compensatory time usage pursuant to the operating needs of a Department. Denial by management of an employee request to use compensatory time may result in all such accrued compensatory time being bought out in cash pursuant to the provisions of the Overtime Article, Section 6. (4) Nothing herein shall limit departmental practices requiring employees to use “Year A” compensatory time to avoid losing it at the end of “Year B”. (5) working days Except for mandatory compensatory time such as for overtime on a holiday worked, any compensatory time off balance at the end of the pay period next following May 1, may, at the sole discretion of the appointing authority, be paid off in cash, in whole or in part, at the straight- time rate of pay then prevailing. If requested by the employee, up to forty-eight (48) hours balance shall be retained and not be paid off. Such a request being mademay be denied if the primary funding source is not State tax funds. (c) Compensatory time off granted in lieu of cash overtime compensation in accordance with the requirements of the Fair Labor Standards Act (FLSA) shall not exceed the statutory limits of accrual, notify the member whether or not his/her request has been approved. Approval for and usage of any such FLSA compensatory time off shall be in compliance with any appropriate FLSA regulations. (d) Compensatory time off may 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 deducted in increments of less than one-half (1/2) hour. (e) On any separation from service unused compensatory time off will be filledpaid off in cash in a lump sum with the final paycheck at the employee’s, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtimethen, 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 sevenbase rate.

Compensatory Time. A Bargaining Unit member Overtime (excluding callback and reimbursable overtime) may choose to take be paid in the form of compensatory time off. For mandatory overtime, employees will have the option of choosing, for each incident, whether overtime hours worked will be paid or accumulated as compensatory time. Once the comp time or overtime slip is completed, it cannot be modified, except under the following circumstances: • Death of the employee (in lieu this event, payment will be made to the beneficiary); or • Involuntary separation of the employee. Voluntary overtime compensation if such choice is indicated during opportunities will be compensated as offered by the tour Department, but in no event will compensatory time accumulation exceed 48 hours. The Department will not limit the number of duty in which hours an employee can accumulate up to the overtime is workedmaximum of 48. Compensatory time shall will be credited to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½1½) 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 times 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 not accumulate beyond 48 hours. Compensatory time can only be notified by requested in no less than 1/4 hour increments. The use of compensatory time off will be allowed on the basis of operational requirements and necessity. All time off scheduling will default to compensatory time first unless it would result in the loss of accrued vacation leave. Compensatory time will also be used as a supervisorfirst default when sick is exhausted if not already identified. In the event an employee is denied the use of comp time and such denial is not consistent with provisions of the FLSA, the employee being mandated is on may demand payment of any of their accrued comp time bank. Such demand shall be submitted in the form of a memorandum to the employee’s supervisor who will forward to Payroll for processing. Accumulated compensatory time must be utilized prior to separation from the Department. In the event an approved leave and employee cannot be provided sevenscheduled this time off prior to separation, the employee will be paid for accumulated comp time remaining on the books. To request compensatory time in lieu of overtime, complete the Compensatory Time Request, LVMPD 307 (available as a template and hard copy). To request usage of accumulated compensatory time, complete a Leave Application and indicate “Compensatory Time” under Type of Leave. (Note: If using a Leave Application form that has not been revised to include Compensatory Time, cross out one of the other leave type categories and write in “Comp Time”.) The use of this procedure does not preclude a supervisor and an employee from mutually agreeing to a shift adjustment to accommodate activities during a work week. A shift adjustment must be made during the same work week and does not require completion of a leave slip or other documentation, unless the use of overtime/comp time is done in conjunction with the shift adjustment.

Compensatory Time. A Bargaining Unit member ‌ Employees may choose periodically elect to take accrue compensatory time off in lieu of overtime compensation if such choice is indicated during pay. Eligible employees must notify CCCERA in advance of the tour of duty in which the intention to accrue compensatory time off rather than receive overtime is worked. pay A. Compensatory time off shall be credited to the Bargaining Unit member and accumulated accrued at the rate of one and one-half (1 ½1-1/2) times the actual authorized overtime hours worked by the employee. B. Employees may not accrue a compensatory time off balance that exceeds one hundred twenty (120) hours for each (i.e., eighty (80) hours at time and one-half). Once the maximum balance has been attained, authorized straight time and overtime hour workedhours will be paid at the applicable straight time or overtime rate. Each Bargaining Unit member’s If the employee's balance falls below one hundred twenty (120) hours, the employee shall again accrue compensatory time bank off for authorized straight time and overtime hours worked until the employee's balance again reaches one hundred twenty (120) hours. C. Accrued compensatory time off shall be limited carried over for use in accumulation to a maximum number of two the next fiscal year; however, as provided in b. above, accrued compensatory time off balances may not exceed one hundred forty twenty (240120) hours. Once a Bargaining Unit member has reached the maximum . D. Employees may not use more than one hundred twenty (120) hours of compensatory time as compensation for overtime hours worked, all additional overtime will be paid. off in any year period (January 1 – December 31). E. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance use of accrued compensatory time carried over into off shall be by mutual agreement between CCCERA and the following year shall count towards the two hundred forty (240) hour cap in that yearemployee. 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 withheldtaken when the employee would be replaced by another employee who would be eligible to receive, for time worked, either overtime payment or compensatory time accruals as provided for in this Section. Compensatory time off should This provision may be requested as far in advance as possible but no later than forty eight (48) hours in advance. waived at the discretion of CCCERA. F. When Bargaining Unit members request an employee promotes, demotes or transfers from one classification eligible for 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 to another classification eligible for compensatory time shall not be unreasonably withheld. As soon as off, the employer notifies the member that his/her request has been approved, and if the employer determines that the shift employee's accrued compensatory time off balance will be filled, carried forward with 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 employee. G. Compensatory time accrual balances will be filled, paid off when an employee moves from one classification eligible for compensatory time off to a mandate to cover classification that is not eligible for compensatory time off. Said payoff will be made in accordance with the shift will occur no less than seven (7) calendar days in advance provisions and salary 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 class from which the employee being mandated is on an approved leave and cannot be provided sevenpromoting, demoting or transferring as set forth below. H. CCCERA will establish timekeeping procedures to administer this Section.

Compensatory Time. A Bargaining Unit member may choose (a) Compensatory time is not vacation (annual) leave as provided elsewhere in the Agreement but is considered deferred compensation for time already worked. Therefore, in addition to take any rights to or restrictions on the accumulation of vacation or annual leave, however termed, only compensatory time accumulated within twenty-four (24) months preceding separation of employment and not actually taken by the employee nor paid out during that period, shall be paid in lieu of overtime compensation if such choice full amount that is indicated during owed to the tour of duty in which the overtime is workedemployee. Compensatory time on the books for more than twenty-four (24) months (earned) prior to separation shall be paid in full amount that is owed to the employee, however, shall not be credited to the Bargaining Unit member employee’s pension calculation. (b) An employee may use compensatory time for the following purposes, provided that an Engineer Officer is available to substitute for the employee and accumulated that the Employer does not incur any overtime wage costs in scheduling of this compensatory time: (1) Daily for reasons of Union representation, training and/or personal use. (c) An Engineer Officer may take compensatory time scheduled in increments of eighty (80) or eighty-four (84) straight-time hours, provided it is scheduled at the time the employee completes his annual vacation request and provided further that Vacation Relief Engineer Officers are available. In calculating the number of Vacation Relief Engineer Officers required, the compensatory time component will include the number of compensatory time hours requested per employee, to a maximum of one-hundred sixty-eight (168) straight- time hours. Compensatory leave requests will be scheduled based on the Engineer Officer's length of seniority with the Employer. (d) Temporary Relief Engineers who are not permanent Engineer Officers with WSF shall be paid for the compensatory time accrued upon the termination of the relief assignment. (e) Unless otherwise specified in this Agreement, an employee will be entitled, upon request, to any or all of their compensatory time that has accrued upon layoff, resignation, termination for cause or for extended sick leave when the employee has no remaining accrued sick leave credit or accrued vacation time. (f) Any accrued compensatory time shall be paid to the designated beneficiary or beneficiaries of the employee in the event of the death of that employee. The Employer will provide a form for the employee to designate a beneficiary(s). (g) Compensatory time used for training that is taken on the Engineering Officer’s normal off week will be re-credited or reimbursed to the employee by the Employer. (h) At the Engineer Officer’s option, compensatory time may be accrued at the rate of one and one-half (1 ½1.5) hours for each in lieu of one (1) hour of overtime hour worked. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation pay; up to a maximum number of two hundred forty six (2406) hours. Once a Bargaining Unit member has reached the maximum hours of compensatory time as compensation per eighty-four (84) hour work week. (i) An Engineer Officer, at their option, shall be paid in cash for overtime any 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 that exceed two hundred forty (240200) 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 sevenhours.

Compensatory Time. A Bargaining Unit member ▇▇▇▇▇▇▇ State University (hereinafter “CSU”) has a standard workweek of forty (40) hours and abides by the provisions of the federal Fair Labor Standards Act (hereafter “FLSA”), as well as Board of Regents (hereinafter “BOR”) policies and procedures. This policy applies to all nonexempt employees who are generally paid on the biweekly payroll cycle. Overtime work shall be authorized for employees who are not exempt from the provisions of the FLSA only when the work is deemed necessary by the supervisor authorized to make such decisions. Supervisors must approve overtime in advance of overtime being worked. Overtime worked will be generally awarded as compensatory time, as one and one-half hours of leave time for one-hour of overtime worked over forty (40) hours in a workweek. Overtime hours may choose not be carried over to take compensatory time the next week in the biweekly pay period for purpose of shift modification. Payment for overtime work will be made in accordance with the FLSA. At CSU, in lieu of payment for approved overtime compensation if such choice is indicated during the tour of duty in which the overtime is worked. Compensatory work, compensatory time shall be credited to the Bargaining Unit member and accumulated granted 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 each hour of overtime worked. Approved compensatory time is subject to a maximum accumulation of sixty (60) hours workedat any one time, all additional overtime which must be recorded in the BOR’s leave accounting system and must be expended by the end of the succeeding calendar quarter. The determination of FLSA exemption status is made by the CSU Human Resources Department. The order in which an employee will use earned compensatory time will be paidas follows: 1. The Bargaining Unit member Compensatory time must be used prior to the employee using any annual leave and/or sick leave. 2. Annual leave or sick leave may choose not be used prior to carry over any balance into compensatory time being exhausted either within the following yearcalendar quarter which it is earned or the succeeding calendar quarter. Any balance It is a requirement to apply the use of compensatory time to an employee leave situation if compensatory time has been recorded in the leave accounting and timekeeping system. Payment of Compensatory Time and Scheduled Use: 1. Overtime, which is awarded as compensatory time to a nonexempt employee may not be lost. 2. Comp time is accrued at the end of the pay period and has a maximum accumulation of 240 hours. 3. Comp time accruals prior to June may not be carried over into forward to the following year shall count towards the two hundred forty (240) hour cap in that subsequent fiscal year. 4. Compensatory All comp time off accrued prior to June 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 paid out no later than forty eight (48) hours the final bi-weekly pay period in advanceJune of each fiscal year at the employee’s current rate of pay. 5. When Bargaining Unit members request compensatory Unused Compensatory Time balances must be paid out if an employee separates from CSU at the employee’s regular hourly rate of pay since the one and one-half calculation has already been applied with the time off at least 45 calendar days in advance, calculation. 6. Managers should ensure that Compensatory Time balances are used by the employer will, within five (5) working days end of the request being madesucceeding quarter and when possible, 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 prior to cover the memberan employee’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 sevenseparation.

Compensatory Time. A Bargaining Unit member Overtime hours worked shall be paid at the appropriate rate of pay, or the employee may choose elect to take accrue compensatory time with Employer approval which shall not be unreasonably withheld, provided however that the District and the Union recognize that compensatory time should be accrued with the intent of taking the time off within the fiscal year the comp time is earned, and is not to be available to the employee in cash. If budgeted funds are not available for the payment of overtime work deemed essential, the District may compensate such overtime as compensatory time. Compensatory time shall be accrued at the time and one half (1.5 x) rate and taken off at the straight time rate. Employees may accumulate up to a maximum of forty-one ( 41) hours of compensatory time off. If an employee accrues forty-one ( 41) hours of compensatory time in lieu of overtime, he/she shall not have the option of earning additional 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 but shall be credited to paid for subsequently earned overtime until 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 (240is reduced below forty-one ( 41) 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 will be taken at a time agreeable to scheduled by agreement between the Department employee 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 advancemanager, consistent with the employer will, within five (5) working days needs 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 supervisorEmployer. In the event a request for comp time off is deemed not operationally possible for the time requested, the District may deny the request, the employee being mandated may request alternative dates, and in this instance the District may pay the employee the value of the then accrued comp time balance. Notwithstanding the foregoing, in the case of an employee who has an unused compensatory time off balance at the end of one or more fiscal years indicative of abuse of the compensatory time accrual and use concepts stated in this Article, the District may elect to cash out an employee's comp time balance (1) prior to a step increase, (2) prior to a wage adjustment, (3) prior to the effective date of a promotion, and/or (4) prior to the end of the District's fiscal year; and, when an employee facing a comp time cash out desires to use earned comp time concurrent with and to extend a scheduled vacation, the employee and the supervisor may clarify such mutual commitment in writing in lieu of the Employer cashing out the balance which is on an approved leave and cannot scheduled to be provided sevenused.

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 sevenseven (7) calendar days notice, the supervisor shall mandate the employee with the next lowest overtime hours worked. When two or more Bargaining Unit members request compensatory time for the same day and operational needs require the limitation of the number of Bargaining Unit members who can be off, the Bargaining Unit member who submitted the request first will be granted the time off. In situations where one or more Bargaining Unit members submit a compensatory time off request and one or more Bargaining Unit members submit a vacation time off request for the same day and operational needs require the limitation of the number of Bargaining Unit members who can be off, then the time off will be granted to the Bargaining Unit member who submitted their time off request first. Time submitted with less than forty-eight (48) hours may be approved at the discretion of the University subject to the scheduling and operational needs of the Department. Compensatory time off shall not be denied simply because the approval of such time may require another Bargaining Unit member to be scheduled to work in an overtime status. Compensatory time that is earned, but not taken within 365 days of being earned, shall be automatically paid out to the bargaining unit member. The bargaining unit member will receive such pay out in their paycheck for the pay period which includes the 365th day. Additionally, Bargaining Unit members may request to “cash out” up to eighty (80) hours of compensatory time once each year during the first two (2) weeks of November to be paid in the first pay period in December. A Bargaining Unit member who has accrued compensatory time shall, upon separation of employment from the University for any reason, including retirement or death, be paid for the unused compensatory time at a rate of compensation not less than the final regular rate received by the Bargaining Unit member, while working. In the event of death, payment shall be made to the next of kin or to the estate of the deceased member.

Compensatory Time. A Bargaining Unit member Subject to the approval of the Fire Chief, or designee, non- exempt employees may choose elect to take convert the half time "premium" portion of overtime hours worked (those hours in excess of one hundred and twelve [112] in the work period) to compensatory time-off (CTO). Employees shall be paid at their regular rate of pay for the straight-time portion of the overtime hours worked. With the 48/96 schedule, employees are paid one hundred six (106) regular hours and six (6) straight time overtime hours per fourteen (14) day work period. 1. Subject to the approval of the Fire Chief, or designee, a non-exempt shift employee may request to "bank" up to a maximum of ninety six (96) hours of compensatory time in lieu of overtime compensation if such choice is indicated during receiving the tour premium portion of duty in which the overtime is workedpay. Compensatory time shall be credited to the Bargaining Unit member and accumulated at the rate The employee may request use of one and one-half (1 ½) hours for each overtime hour worked. Each Bargaining Unit member’s banked compensatory time bank shall be limited by submitting a request 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 same manner 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 membervacation leave requests. 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 use of compensatory time shall not be unreasonably withheld. As soon as the employer notifies the member that his/her request has been approveddenied or delayed, and if shall be approved by the employer Department Director, or designee, unless he/she determines that approval for the requested date(s) would create an undue burden on departmental workload, operational efficiency, and/or safe staffing considerations. An employee working all or a portion of a shift to cover CTO leave taken by another employee will be filledpaid for such time and may not accrue compensatory time for that shift or any portion thereof. 2. The City may pay-off accumulated compensatory hours upon promotion, of a non-exempt employee. 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 day work period. These hours shall be referred to as “overtime” hours. A. The overtime rate will be calculated according to FLSA guidelines. B. Paid leave time (e.g., vacation, sick leave, holidays, compensatory time, etc.) shall not be counted as hours worked for the purposes of determining eligibility for overtime pay within a particular work week. C. Employees, who work overtime without the express permission of the beginning of the shift that needs Fire Chief, or designee, may be subject 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 sevendisciplinary action.

Compensatory Time. A Bargaining Unit member may choose (a) Compensatory time is not vacation (annual) leave as provided elsewhere in the Agreement but is considered deferred compensation for time already worked. Therefore, in addition to take any rights to or restrictions on the accumulation of vacation or annual leave, however termed, only compensatory time accumulated within twenty-four (24) months preceding separation of employment and not actually taken by the employee nor paid out during that period, shall be paid in lieu of overtime compensation if such choice full amount that is indicated during owed to the tour of duty in which the overtime is workedemployee. Compensatory time on the books for more than twenty-four (24) months (earned) prior to separation shall be paid in full amount that is owed to the employee, however, shall not be credited to the Bargaining Unit member employee’s pension calculation. (b) An employee may use compensatory time for the following purposes, provided that an Engineer Officer is available to substitute for the employee and accumulated that the Employer does not incur any overtime wage costs in scheduling of this compensatory time: (1) Daily for reasons of Union representation, training and/or personal use. (c) An Engineer Officer may take compensatory time scheduled in increments of eighty (80) or eighty-four (84) straight-time hours, provided it is scheduled at the time the employee completes his annual vacation request and provided further that Vacation Relief Engineer Officers are available. In calculating the number of Vacation Relief Engineer Officers required, the compensatory time component will include the number of compensatory time hours requested per employee, to a maximum of one-hundred sixty sixty-eight (168) (160) straight-time hours. Compensatory leave requests will be scheduled based on the Engineer Officer's length of seniority with the Employer. (d) Temporary Relief Engineers who are not permanent Engineer Officers with WSF shall be paid for the compensatory time accrued upon the termination of the relief assignment. (e) Unless otherwise specified in this Agreement, an employee will be entitled, upon request, to any or all of his or her compensatory time that has accrued upon layoff, resignation, termination for cause or for extended sick leave when the employee has no remaining accrued sick leave credit or accrued vacation time. (f) Any accrued compensatory time shall be paid to the designated beneficiary or beneficiaries of the employee in the event of the death of that employee. The Employer will provide a form for the employee to designate a beneficiary(s). (g) Compensatory time used for training that is taken on the Engineering Officer’s normal off week will be re-credited or reimbursed to the employee by the Employer. (h) At the Engineer Officer’s option, compensatory time may be accrued at the rate of one and one-half (1 ½1.5) hours for each in lieu of one (1) hour of overtime hour worked. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation pay; up to a maximum number of two hundred forty six (2406) 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 per eighty-four (24084) 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 sevenwork week.

Compensatory Time. A Bargaining Unit member may choose non-exempt Employee required to take work overtime will be paid overtime at time-and-a- half UNLESS they choose, with the approval of their supervisor, to receive credit for compensatory time in lieu of overtime compensation if such choice is indicated during pay. If the tour of duty in which the overtime is worked. Compensatory Employee chooses this comp time shall be credited to the Bargaining Unit member and accumulated option, they will receive comp time at the a rate of one and one-and-one-half (1 ½) hours of compensatory time-off for each hour of overtime hour worked. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation , up to a maximum number of one hundred (100) comp time hours at any one time. Any hours over this limit shall be paid for at the overtime rate. For overtime hours worked on the seventh (7th) straight day of work by the Employee or for mandatory Sunday overtime, the Employee receiving approved comp time shall be credited with two hundred forty (2402) hours. Once a Bargaining Unit member has reached the maximum hours of compensatory time-off for each hour of overtime worked. An employee may only roll over one hundred (100) hours of comp time as compensation from one year to the next. Upon implementation of this agreement, any hours above the 100 hours must be cashed out at the employee’s base rate of pay. Requests 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 use of compensatory time carried over into shall be made by the following year Employee to their supervisor in the same way as for vacation leave. Such requests shall count towards be granted within a reasonable period given due consideration by the two hundred forty (240) hour cap in that year. Compensatory time off must be taken at a time agreeable to supervisor of the Department desires of the Employee, normal schedule of work, anticipated peak workloads, emergency requirements of staff and services, and the Bargaining Unit memberneed for and availability of qualified substitute staff. Approval Requests 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 use 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 withheldgranted if doing so will unduly disrupt operation. As soon as the employer notifies the member that his/her request has been approved, and if the employer determines that the shift Full-time inspection Employees will be filledencouraged to use their accrued compensatory time during off-peak workload periods. Upon termination of employment, 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 non-exempt Employees will be filled, a mandate to cover paid for any accrued but unused comp time hours at their straight time rate of pay at the shift will occur no less than seven (7) calendar days in advance time 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 seventermination.

Compensatory Time. A Bargaining Unit member A. Employees may choose elect to take accrue compensatory time off in lieu of overtime compensation if such choice is indicated during pay. Eligible employees who elect to receive compensatory time off must agree to do so for a full fiscal year (July 1 through June 30). The employee must notify his/her departmental payroll staff of any change in the tour election by May 31 of duty each year. B. The names of those employees electing to accrue compensatory time off shall be placed on a list maintained by the department. New employees hired after May 31 of each year who become eligible (i.e., newly hired employees, employees promoting, demoting, etc.) for compensatory time off in which accordance with these guidelines must wait until the overtime is workednext fiscal year to elect compensatory time. The employee will become eligible to elect compensatory time for the following fiscal year as outlined in 7.2.A above. C. Compensatory time off shall be credited to the Bargaining Unit member and accumulated accrued at the rate of one and one-half (1 ½1-1/2) times the actual authorized overtime hours worked by the employee. A permanent part-time employee shall accrue compensatory time off at the rate of one (1) hour for each hour worked in excess of the employee's regular workweek for those hours which are not authorized overtime. D. Employees may not accrue a compensatory time off balance that exceeds one hundred twenty (120) hours for each (i.e. eighty (80) hours at time and one-half). Once the maximum balance has been attained, authorized overtime hour workedhours worked will be paid at the overtime rate. Each Bargaining Unit member’s If the employee's balance falls below one hundred twenty (120) hours, the employee shall again accrue compensatory time bank off for authorized overtime hours worked until the employee's balance again reaches one hundred twenty (120) hours. E. Accrued compensatory time off shall be limited carried over for use in accumulation to a maximum number of two the next fiscal year; however, as provided in D. above, accrued compensatory time off balances may not exceed one hundred forty twenty (240120) hours. Once a Bargaining Unit member has reached the maximum hours . F. The use of accrued compensatory time as compensation for overtime hours worked, all additional overtime will off shall be paid. The Bargaining Unit member may choose to carry over any balance into by mutual agreement between the following year. Any balance of compensatory time carried over into Department Head or his designee and the following year shall count towards the two hundred forty (240) hour cap in that yearemployee. 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 withheldtaken when the employee would be replaced by another employee who would be eligible to receive, for time worked, either overtime payment or compensatory time accruals as provided for in this Section. This provision may be waived at the discretion of the Department Head or his designee. G. When an employee promotes, demotes or transfers from the classification eligible for compensatory time off to another classification eligible for compensatory time off within the same department, the employee's accrued compensatory time off balance will be carried forward with the employee. H. Compensatory time accrual balances will be paid off should when an employee moves from one department to another through promotion, demotion or transfer. Said payoff will be requested made in accordance with the provisions and salary of the class from which the employee is promoting, demoting or transferring as far provided in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request I. below. I. Since employees accrue compensatory time off at least 45 calendar days in advancethe rate of one and one-half (1- 1/2) hours for each hour of authorized overtime worked, accrued compensatory time balances shall be paid off at the employer will, within five straight time rate (5two-thirds (2/3) working days of the request being made, notify overtime rate) for the member whether or not his/her request has been approvedemployee's current salary whenever: 1. Approval the employee changes status and is no longer eligible for compensatory time off; 2. the employee promotes, demotes or transfers to another department; 3. the employee separates from County service; 4. the employee retires; 5. the employee is granted a leave of absence. J. Compensatory time off 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 taken in increments of one (71) calendar days in advance minute. K. The Office of the beginning of the shift that needs County Auditor-Controller will establish timekeeping procedures 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 sevenadminister this section.

Compensatory Time. A Bargaining Unit member may choose non-exempt Employee required to take work overtime will be paid overtime at time-and-a- half UNLESS they choose, with the approval of their supervisor, to receive credit for compensatory time in lieu of overtime compensation if such choice is indicated during pay. If the tour of duty in which the overtime is worked. Compensatory Employee chooses this comp time shall be credited to the Bargaining Unit member and accumulated option, they will receive comp time at the a rate of one and one-and-one-half (1 ½) hours of compensatory time-off for each hour of overtime hour worked. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation , up to a maximum number of one hundred (100) comp time hours at any one time. Any hours over this limit shall be paid for at the overtime rate. For overtime hours worked on the seventh (7th) straight day of work by the Employee or for mandatory Sunday overtime, the Employee receiving approved comp time shall be credited with two hundred forty (2402) hours. Once a Bargaining Unit member has reached the maximum hours of compensatory time-off for each hour of overtime worked. An employee may only roll over one hundred (100) hours of comp time as compensation from one year to the next. Upon implementation of this agreement, any Requests 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 use of compensatory time carried over into shall be made by the following year Employee to their supervisor in the same way as for vacation leave. Such requests shall count towards be granted within a reasonable period given due consideration by the two hundred forty (240) hour cap in that year. Compensatory time off must be taken at a time agreeable to supervisor of the Department desires of the Employee, normal schedule of work, anticipated peak workloads, emergency requirements of staff and services, and the Bargaining Unit memberneed for and availability of qualified substitute staff. Approval Requests 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 use 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 withheldgranted if doing so will unduly disrupt operation. As soon as the employer notifies the member that his/her request has been approved, and if the employer determines that the shift Full-time inspection Employees will be filledencouraged to use their accrued compensatory time during off-peak workload periods. pon termination of employment, 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 non-exempt Employees will be filledpaid for any accrued, a mandate to cover but unused compensatory time hours at their current straight time rate of pay at the shift will occur no less than seven (7) calendar days in advance time 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 sevenrequest or termination.

Compensatory Time. A Bargaining Unit member Overtime (excluding callback and reimbursable overtime) may choose to take be paid in the form of compensatory time off. For mandatory overtime, with less than two (2) week posting/notice, employees will have the option of choosing, for each incident, whether overtime hours worked will be paid or accumulated as compensatory time. Once the comp time or overtime slip is completed, it cannot be modified, except under the following circumstances:  Death of the employee (in lieu this event, payment will be made to the beneficiary); or  Involuntary separation of the employee. Voluntary overtime compensation if such choice is indicated during opportunities will be compensated as offered by the tour Department, but in no event will compensatory time accumulation exceed 48 hours. The Department will not limit the number of duty in which hours an employee can accumulate up to the overtime is workedmaximum of 48. Compensatory time shall will be credited to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½1½) 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 times 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 not accumulate beyond 48 hours. Compensatory time can only be notified by requested in no less than 1/4 hour increments. The use of compensatory time off will be allowed on the basis of operational requirements and necessityat a supervisorminimum of one (1) shift within six (6) weeks of earning, if requested, but shall not exceed more than one (1) shift every six (6) weeks under this provision regardless of earning capabilities. All time off scheduling will default to compensatory time first unless it would result in the loss of accrued vacation leave. Compensatory time will also be used as a first default when sick is exhausted if not already identified. In the event an employee is denied the use of comp time and such denial is not consistent with provisions of the FLSA, the employee being mandated is on may demand payment of any of their accrued comp time bank. Such demand shall be submitted in the form of a memorandum to the employee’s supervisor who will forward to Payroll for processing. Accumulated compensatory time must be utilized prior to separation from the Department. In the event an approved leave and employee cannot be provided sevenscheduled this time off prior to separation, the employee will be paid for accumulated comp time remaining on the books. To request compensatory time in lieu of overtime, complete the Compensatory Time Request, LVMPD 307 (available as a template and hard copy). To request usage of accumulated compensatory time, complete a Leave Application and indicate “Compensatory Time” under Type of Leave. (Note: If using a Leave Application form that has not been revised to include Compensatory Time, cross out one of the other leave type categories and write in “Comp Time”.) The use of this procedure does not preclude a supervisor and an employee from mutually agreeing to a shift adjustment to accommodate activities during a work week. A shift adjustment must be made during the same work week and does not require completion of a leave slip or other documentation, unless the use of overtime/comp time is done in conjunction with the shift adjustment.

Compensatory Time. A Bargaining Unit member At the election of the employee, overtime may choose to take be compensated with compensatory time off in lieu accordance with the provisions of overtime compensation if such choice is indicated during the tour of duty in which the overtime is workedFair Labor Standards Act. Compensatory Such compensatory time off shall be credited equal to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½1-1/2) hours times or two (2) times, whichever may be applicable, for each one (1) hour of overtime hour worked. Each Bargaining Unit member’s The maximum number of accumulated compensatory hours permitted in an employee's compensatory time bank, at any point in time, shall be one hundred sixty (160). After an employee's maximum compensatory time bank has reached one hundred sixty (160) hours, all additional overtime for such employee shall be limited paid at the appropriate overtime rate. If at the end of each payroll year the employee has one hundred sixty (160) hours of compensatory time in accumulation his compensatory time bank, he shall be permitted to convert up to fifty (50) hours of compensatory time in said bank to cash. The calculation for converting compensatory time to cash shall be the employee's established hourly rate of pay multiplied by the number of hours the employee desires to convert. In the event the employee wishes to exercise this option, it shall be his responsibility to forward a memorandum to the Department of Finance specifying the number of hours he wishes to convert to cash, prior to the end of the first pay period in the new calendar year. The cash conversion will then be paid in the form of a separate payroll check and shall be forwarded to the employee on the scheduled pay date at the conclusion of the second pay period in the new year. An employee may carry over up to one hundred sixty (160) hours of compensatory time from one payroll year to another. However, in no event may the employee exceed the maximum amount of one hundred sixty (160) hours in his or her compensatory time bank and all additional overtime for such employee shall be paid at the appropriate overtime rate. During any one payroll year, an employee may earn a maximum number amount of compensatory time of two hundred forty (240). Once the employee has earned a maximum amount of compensatory time of two hundred forty (240) hours. Once hours in a Bargaining Unit member has reached payroll year (inclusive of any usage during the maximum payroll year), all other overtime for that payroll year shall be paid at the appropriate overtime rate regardless of the number of 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 in the following year. Any balance of employee’s 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 sevenbank.

Compensatory Time. A Bargaining Unit member A. Employees may choose elect to take accrue compensatory time off in lieu of overtime compensation if such choice is indicated during pay. Eligible employees who elect to receive compensatory time off must agree to do so for a full fiscal year (July 1 through June 30). The employee must notify his/her departmental payroll staff of any change in the tour election by May 31 of duty each year. B. The names of those employees electing to accrue compensatory time off shall be placed on a list maintained by the department. At time of appointment, newly appointed employees may elect to accrue compensatory time off in which lieu of overtime pay by notifying the overtime is worked. department on the approved form. C. Compensatory time off shall be credited to the Bargaining Unit member and accumulated accrued at the rate of one and one-half (1 ½1-1/2) times the actual authorized overtime hours worked by the employee. A permanent part-time employee shall accrue compensatory time off at the rate of one (1) hour for each hour worked in excess of the employee's regular workweek for those hours which are not authorized overtime. D. Employees may not accrue a compensatory time off balance that exceeds one hundred twenty (120) hours for each (i.e. eighty (80) hours at time and one-half). Once the maximum balance has been attained, authorized overtime hour workedhours worked will be paid at the overtime rate. Each Bargaining Unit member’s If the employee's balance falls below one hundred twenty (120) hours, the employee shall again accrue compensatory time bank off for authorized overtime hours worked until the employee's balance again reaches one hundred twenty (120) hours. E. Accrued compensatory time off shall be limited carried over for use in accumulation to a maximum number of two the next fiscal year; however, as provided in D. above, accrued compensatory time off balances may not exceed one hundred forty twenty (240120) hours. Once a Bargaining Unit member has reached the maximum hours . F. The use of accrued compensatory time as compensation for overtime hours worked, all additional overtime will off shall be paid. The Bargaining Unit member may choose to carry over any balance into by mutual agreement between the following year. Any balance of compensatory time carried over into Department Head or his designee and the following year shall count towards the two hundred forty (240) hour cap in that yearemployee. 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 withheldtaken when the employee would be replaced by another employee who would be eligible to receive, for time worked, either overtime payment or compensatory time accruals as provided for in this Section. This provision may be waived at the discretion of the Department Head or his designee. G. When an employee promotes, demotes or transfers from the classification eligible for compensatory time off to another classification eligible for compensatory time off within the same department, the employee's accrued compensatory time off balance will be carried forward with the employee. H. Compensatory time accrual balances will be paid off should when an employee moves from one department to another through promotion, demotion or transfer. Said payoff will be requested made in accordance with the provisions and salary of the class from which the employee is promoting, demoting or transferring as far provided in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request I. below. I. Since employees accrue compensatory time off at least 45 calendar days in advancethe rate of one and one-half (1- 1/2) hours for each hour of authorized overtime worked, accrued compensatory time balances shall be paid off at the employer will, within five straight time rate (5two-thirds (2/3) working days of the request being made, notify overtime rate) for the member whether or not his/her request has been approvedemployee's current salary whenever: 1. Approval the employee changes status and is no longer eligible for compensatory time off; 2. the employee promotes, demotes or transfers to another department; 3. the employee separates from County service; 4. the employee retires; 5. the employee is granted a leave of absence. J. Compensatory time off 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 taken in increments of one (71) calendar days in advance minute. K. The Office of the beginning of the shift that needs County Auditor-Controller will establish timekeeping procedures 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 sevenadminister this section.

Compensatory Time. A Bargaining Unit member may choose 1. The following provisions shall be applicable for employees employed as of December 31, 2014: a. If a Union represented employee is required to take work, or is in paid status, in excess of eight (8) hours in any day or in excess of forty (40) hours in any work week, he/she shall accrue 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 of authorized overtime. b. With the prior approval of the manager as to scheduling, an employee shall be entitled to compensatory time bank off for a maximum of 120 hours in any calendar year. An employee separated from the AgencyOCII employment shall be limited in accumulation to a maximum given terminal pay for the number of two hours of annual compensatory time (maximum 120 hours) not used through the date of separation. 2. The following provisions shall be applicable for employees hired after December 31, 2014: a. Appointing officers may require employees to work longer than the normal workday or longer than the normal workweek. For full time employees, any time worked under proper authorization of the appointing officer or designee or any hours suffered to be worked in excess of the regular or normal workday or workweek shall be treated as follows: b. OCII shall determine whether work in excess of eight (8) hours a day performed within a sixteen (16) hour period following the end of the last preceding work period shall constitute overtime or shall be deemed to be work scheduled on the next work day. c. Z-Designated Classifications: Except as otherwise required by the Fair Labor Standards Act, compensatory time off may be accrued as follows: i. An employee shall not maintain a balance of more than one hundred forty sixty (240160) hours. Once a Bargaining Unit member has reached the maximum hours of compensatory time as compensation for overtime off; ii. An employee may carry forward one hundred twenty (120) 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 earned but unused compensatory time off into the next fiscal year. d. Compensatory time earned will be reported to each employee. e. In order to allow employees the opportunity to take compensatory time off, upon receipt of such notice of accrual of one hundred and sixty (160) or more hours of CTO, the employee shall request days off as CTO within the next three (3) to six (6) month period. The department shall not unreasonably deny a CTO request pursuant to this paragraph. CTO will be taken in full workday blocks unless an alternative is mutually agreed upon. Scheduling shall be by mutual agreement. f. CTO cannot be cashed out. Exceptions to normal work schedules for which no extra compensation is authorized may be granted in accordance with OCII’s Annual Salary Resolution. g. Part-Time Employees: Part-time employees 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 entitled to overtime compensation or compensatory time off at least 45 calendar days for work performed in advance, the employer will, within five excess of their specified normal hours until they exceed eight (58) hours per day or forty (40) 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 sevenper week.

Compensatory Time. A Bargaining Unit member Overtime (excluding callback and reimbursable overtime) may choose to take be paid in the form of compensatory time off. For mandatory overtime, employees will have the option of choosing, for each incident, whether overtime hours worked will be paid or accumulated as compensatory time. Once the comp time or overtime slip is completed, it cannot be modified, except under the following circumstances:  Death of the employee (in lieu this event, payment will be made to the beneficiary); or  Involuntary separation of the employee. Voluntary overtime compensation if such choice is indicated during opportunities will be compensated as offered by the tour Department, but in no event will compensatory time accumulation exceed 48 hours. The Department will not limit the number of duty in which hours an employee can accumulate up to the overtime is workedmaximum of 48. Compensatory time shall will be credited to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½1½) 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 times 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 not accumulate beyond 48 hours. Compensatory time can only be notified by requested in no less than 1/4 hour increments. The use of compensatory time off will be allowed on the basis of operational requirements and necessity. All time off scheduling will default to compensatory time first unless it would result in the loss of accrued vacation leave. Compensatory time will also be used as a supervisorfirst default when sick is exhausted if not already identified. In the event an employee is denied the use of comp time and such denial is not consistent with provisions of the FLSA, the employee being mandated is on may demand payment of any of their accrued comp time bank. Such demand shall be submitted in the form of a memorandum to the employee’s supervisor who will forward to Payroll for processing. Accumulated compensatory time must be utilized prior to separation from the Department. In the event an approved leave and employee cannot be provided sevenscheduled this time off prior to separation, the employee will be paid for accumulated comp time remaining on the books. To request compensatory time in lieu of overtime, complete the Compensatory Time Request, LVMPD 307 (available as a template and hard copy). To request usage of accumulated compensatory time, complete a Leave Application and indicate “Compensatory Time” under Type of Leave. (Note: If using a Leave Application form that has not been revised to include Compensatory Time, cross out one of the other leave type categories and write in “Comp Time”.) The use of this procedure does not preclude a supervisor and an employee from mutually agreeing to a shift adjustment to accommodate activities during a work week. A shift adjustment must be made during the same work week and does not require completion of a leave slip or other documentation, unless the use of overtime/comp time is done in conjunction with the shift adjustment.

Compensatory Time. A Bargaining Unit member Overtime (excluding callback and reimbursable overtime) may choose to take be paid in the form of compensatory time off. For mandatory overtime, with less than two (2) week posting/notice, employees will have the option of choosing, for each incident, whether overtime hours worked will be paid or accumulated as compensatory time. Once the comp time or overtime slip is completed, it cannot be modified, except under the following circumstances:  Death of the employee (in lieu this event, payment will be made to the beneficiary); or  Involuntary separation of the employee. Voluntary overtime compensation if such choice is indicated during opportunities will be compensated as offered by the tour Department, but in no event will compensatory time accumulation exceed 48 60 hours. The Department will not limit the number of duty in which hours an employee can accumulate up to the overtime is workedmaximum of 4860. Compensatory time shall will be credited to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½1½) 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 times 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 not accumulate beyond 4860 hours. Compensatory time can only be notified by requested in no less than 1/4 hour increments. Effective July 1, 2020, employees will not be permitted to utilize more than 180 hour of compensatory time each year. The use of compensatory time off will be allowed on the basis of operational requirements and necessity. All time off scheduling will default to compensatory time first unless it would result in the loss of accrued vacation leave. Compensatory time will also be used as a supervisorfirst default when sick is exhausted if not already identified. In the event an employee is denied the use of comp time and such denial is not consistent with provisions of the FLSA, the employee being mandated is on may demand payment of any of their accrued comp time bank. Such demand shall be submitted in the form of a memorandum to the employee’s supervisor who will forward to Payroll for processing. Accumulated compensatory time must be utilized prior to separation from the Department. In the event an approved leave and employee cannot be provided sevenscheduled this time off prior to separation, the employee will be paid for accumulated comp time remaining on the books. To request compensatory time in lieu of overtime, complete the Compensatory Time Request, LVMPD 307 (available as a template and hard copy). To request usage of accumulated compensatory time, complete a leave request in ESS. Leave Application and indicate “Compensatory Time” under Type of Leave. (Note: If using a Leave Application form that has not been revised to include Compensatory Time, cross out one of the other leave type categories and write in “Comp Time”.) The use of this procedure does not preclude a supervisor and an employee from mutually agreeing to a shift adjustment to accommodate activities during a work week. A shift adjustment must be made during the same work week and does not require completion of a leave slip or other documentation, unless the use of overtime/comp time is done in conjunction with the shift adjustment.

Compensatory Time. A An employee assigned to this Bargaining Unit member Pay 2 Plan may choose elect to take receive compensatory time off in lieu of overtime compensation if such choice pay for hours worked 3 in excess of the employee’s regularly scheduled hours that week. Forty (40) hour 4 employees may elect to receive compensatory time for hours worked over forty (40) in a 5 work week. Forty-eight (48) hour employees may elect to receive compensatory time for 6 hours worked over forty (40) in a work week. Fifty-six (56) hour employees may elect to 7 receive compensatory time for hours worked over forty (40) in a work week. Such 8 compensatory time 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 awarded at the rate of one and one-half (1 ½) hours of time off for 9 each overtime hour worked. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation to of overtime, with a maximum number accrual of two hundred forty (240) hours. Once a Bargaining Unit member has reached 10 the maximum hours of compensatory time as are reached, compensation for overtime hours worked, all additional overtime will be paidmade in cash. The Bargaining Unit member may choose 11 An employee who earns overtime, but chooses to carry over any balance into the following year. Any balance of accrue compensatory time carried over into in lieu 12 of overtime payment, must elect to do so in writing by completing an Election of 13 Compensatory Time form which must be completed no later than the following year shall count towards last working day in 14 the two hundred forty (240) hour cap pay period in which overtime occurs. An employee who fails to complete this form 15 within the prescribed time will have overtime hours reported on the time sheet for the pay 16 period in which it was earned and will receive overtime pay. An employee who wishes to 17 utilize compensatory time to cover an absence must submit a request to utilize annual leave 18 for that yeartime period. If no overtime was generated as a result of this use of leave, the 19 employee may request to substitute compensatory time for the requested/approved annual 20 leave. This request to substitute compensatory time for the approved annual leave must be 21 made by the completion of the affected pay period. Compensatory time off must be taken 22 scheduled with supervisory approval and at a time agreeable mutually convenient to the Department employee 23 and the Bargaining Unit memberdepartment. Approval for If an employee terminates employment or transfers to another 24 department, the 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 balance will be filled, paid at 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 time 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 seventermination or

Compensatory Time. A Bargaining Unit member ▇▇▇▇▇▇▇ State University (hereinafter “CSU”) has a standard workweek of forty (40) hours and abides by the provisions of the federal Fair Labor Standards Act (hereafter “FLSA”), as well as Board of Regents (hereinafter “BOR”) policies and procedures. This policy applies to all nonexempt employees who are generally paid on the biweekly payroll cycle. Overtime work shall be authorized for employees who are not exempt from the provisions of the FLSA only when the work is deemed necessary by the supervisor authorized to make such decisions. Supervisors must approve overtime in advance of overtime being worked. Overtime worked will be generally awarded as compensatory time, as one and one-half hours of leave time for one-hour of overtime worked over forty (40) hours in a workweek. Overtime hours may choose to take compensatory time not be carried over the next week in the biweekly pay period for purpose of shift modification. Payment for overtime work will be made in accordance with the FLSA. At CSU, in lieu of payment for approved overtime compensation if such choice is indicated during the tour of duty in which the overtime is worked. Compensatory work, compensatory time shall be credited to the Bargaining Unit member and accumulated granted 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 each hour of overtime worked. Approved compensatory time is subject to a maximum accumulation of sixty (60) hours workedat any one time, all additional overtime which must be recorded in the BOR’s leave accounting system, and must be expended by the end of the succeeding calendar quarter. The determination of FLSA exemption status is made by the CSU Human Resources Department. The order in which an employee will use earned compensatory time will be paidas follows: 1. The Bargaining Unit member Compensatory time must be used prior to the employee using any annual leave and/or sick leave. 2. Annual leave or sick leave may choose not be used prior to carry over any balance into compensatory time being exhausted either within the following yearcalendar quarter which it is earned or the succeeding calendar quarter. Any balance It is a requirement to apply the use of compensatory time to an employee leave situation if compensatory time has been recorded in the leave accounting and timekeeping system. Payment of Compensatory Time and Scheduled Use: 1. Overtime, which is awarded as compensatory time to a nonexempt employee may not be lost. 2. Comp time is accrued at the end of the pay period and has a maximum accumulation of 240 hours. 3. Comp time accruals prior to June may not be carried over into forward to the following year shall count towards the two hundred forty (240) hour cap in that subsequent fiscal year. 4. Compensatory All comp time off accrued prior to June 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 paid out no later than forty eight (48) hours the final bi-weekly pay period in advanceJune of each fiscal year at the employee’s current rate of pay. 5. When Bargaining Unit members request compensatory Unused Compensatory Time balances must be paid out if an employee separates from CSU at the employee’s regular hourly rate of pay since the one and one-half calculation has already been applied with the time off at least 45 calendar days in advance, calculation. 6. Managers should ensure that Compensatory Time balances are used by the employer will, within five (5) working days end 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, succeeding quarter and if the employer determines that the shift will be filled, the employer will post the overtime assignment when possible prior to cover the memberan employee’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 sevenseparation.

Compensatory Time. A Bargaining Unit member may choose to take Employees working overtime shall receive either pay or compensatory time in lieu of overtime compensation if such choice is indicated during off (CTO). If the tour of duty in which the overtime is worked. Compensatory time employee requests to earn CTO, it shall be credited granted, provided, however, the Department Head has discretion to deny a particular request to earn CTO only if granting the request to earn CTO would impose an unreasonable burden on the department's ability to provide services of acceptable quality or quantity for the public. The bases for any denial of the right to accrue CTO will be given to the Bargaining Unit member and accumulated employee in writing after the employee submits their time card, but before the time card is approved. at the rate of one and one-half department head’s discretion (1 ½such that a Department Head may deny an employee to earn CTO at any time due to operational need) hours except for each premium payments For overtime hour worked. Each Bargaining Unit member’s compensatory time bank worked on a holiday, the employee shall be limited in accumulation granted CTO if requested and the Department does not have discretion to a maximum number deny the accrual of two hundred forty (240) hoursCTO. Once a Bargaining Unit member has reached for working holidays which shall be at the maximum employee’s discretion. Employees can accumulate up to 8060 hours of compensatory time as compensation each calendar year. Since CTO is earned at 1.5 hours for each hour of overtime hours worked, all additional 860 hours of CTO equates to 53.3340 hours of overtime worked. Any CTO which employees have accrued that is still on the books at the end of each calendar year will be paid. The Bargaining Unit member may choose to carry over any balance into cashed out in January of the following year. Any balance Employees can then begin accruing CTO (to be used in the same calendar year) starting on the pay period that includes January 1. Once an employee has 60 hours 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 accumulated CTO, he/she cannot 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 accumulate any additional CTO until his/her request has been approvedbank is below 60 hours. Approval Employees will be cashed out of any accumulated CTO at their then existing regular rate of pay when they leave employment with the City or are promoted/move into a bargaining unit which does not have CTO for employees in the unit (e.g. a promotion to the Management and Professional Association). An employee wishing to use his/hertheir accumulated compensatory time shall not be unreasonably withheld. As soon as the employer notifies the member that must provide reasonable notice to his/her hertheir supervisor. If reasonable notice is provided, the request has been approved, and will only be denied if the employer determines request is unduly disruptive to the operations of the employee’s department. For purposes of this MOUagreement, reasonable notice is defined as at least one calendar week. If an employee wishes to use compensatory time without providing reasonable notice, the decision to grant or deny that the shift request will be filled, at 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 discretion 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 employee’s supervisor. In the event the employee being mandated is on an approved leave and cannot be provided seven.

Compensatory Time. A Bargaining Unit member An employee may choose accrue up 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 maintain eighty (1 ½80) 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 off in lieu of cash payment. No employee may accrue more than eighty (80) 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. In order to be eligible to earn compensatory time, employees must submit an accurate daily attendance report (DAR) within ten (10) calendar days of the day the compensatory time carried over into the following year shall count towards the two hundred forty was earned including all compensatory time earned on that day. Employees may not submit DAR’s that reflect compensatory time earned on any other day. Accrued compensatory time may be cashed out six (2406) hour cap times each year: February, April, June, August, October, and in that yearDecember. Compensatory Requests to use accrued compensatory time off must be taken at a time agreeable submitted to the Police Department in writing and shall be granted as set forth below. If the Bargaining Unit member. Approval for compensatory time off shall not be unreasonably withheld. Compensatory request, at the time off should be requested as far in advance as possible but no later than forty eight of submission, necessitates the assignment of overtime (48OT) hours in advance. When Bargaining Unit members request to cover its use, and the compensatory time off at least 45 calendar days in advance, the employer will, within five request was submitted more than twenty-four (524) 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 hours in advance of the beginning start of said shift, the Department shall make reasonable efforts to fill the OT shift. This customarily includes, but is not limited to, posting the OT on the Operations Division Roll Call board and/or OT sign-up sheet area and advertising via Department email to the Police Sworn Officers email distribution list. The Sergeant or other Police Administrator receiving the comp time request is responsible for posting the notifications of available OT prior to the end of the shift during which the compensatory time request was received. If the OT is filled by a volunteer, the Department will mark it on the schedule and send a confirmatory email to the officer who requested the comp time off. If the OT is not filled at the twenty-four (24) hour ▇▇▇▇ ▇▇▇▇▇ to the start of the requested shift for which compensatory time was submitted, the Department will make reasonable efforts to notify the requesting member that the OT shift has not yet been filled, customarily with a personal phone call or Department email. Acknowledging that the operational needs of the Department may prevent a supervisor from making this notification right at the twenty-four (24) hour mark, the requesting member will also make reasonable efforts to be coveredcontact the on-duty supervisor at that time and verify the status of the requested shift. Once the requesting member is aware that the OT has not been filled, the responsibility now lies with the requesting officer to either find a volunteer for the OT shift or work the shift him/herself. If the compensatory time off request is submitted less than twenty-four (24) hours before the start of the shift, the responsibility lies with the requesting officer to either find a volunteer for the OT shift or work the shift him/herself. The employee being mandated requesting officer or sergeant may find a volunteer up to the regularly scheduled start of the requested compensatory time off shift. The requesting officer or sergeant, upon finding a volunteer, will have notify by personal phone call or Department email, or both, the lowest number on-duty patrol sergeant of overtime hours worked and will be notified by a supervisorthe fulfillment of the OT shift. In the event the employee being mandated is on an approved leave and a volunteer cannot be found by the start of the requested shift, the comp time off request is denied, and the requesting officer or sergeant will be required to work the shift. Except as provided sevenin Article 11.6, in the event an officer or sergeant submits a compensatory time off request that necessitates OT as part of a block of requested PTO or other leave, if the comp time off request(s) generates two (2) or less shifts of OT for the duration of the leave block, the Department will not cancel the request, even if the OT is not voluntarily filled. A block of leave commonly refers to a week of work, or more, bookended by two sets of regularly scheduled days off. The Department will support the compensatory time off request by working to fill the shift. GPOA members will communicate clearly and unambiguously with the Department as to who has volunteered to work the requested compensatory time off shift, if applicable.

Compensatory Time. A Bargaining Unit member ‌ Employees may choose elect to take use compensatory time in lieu of pay for overtime compensation if such choice is indicated during hours worked. The election shall be in writing and must be made immediately following the tour end of duty the work week in which the overtime is worked. Compensatory time Each overtime hour worked shall be credited equal to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½1½) hours for each overtime hour workedof compensatory time. Each Bargaining Unit member’s compensatory time bank An employee shall be limited in accumulation allowed to maintain a maximum of one hundred twenty (120) hours of compensatory time. An employee may use up to a maximum number of two one hundred forty twenty (240120) hours. Once a Bargaining Unit member has reached the maximum hours of compensatory time as compensation per calendar year. When an employee is at the maximum accumulation limit for compensatory time all overtime hours worked, all additional overtime will worked shall be paid. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance of Requests for 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 submitted by the employee no sooner than sixty (60) days in advance of the time being requested off. An employee will be permitted to take compensatory time off on the date requested by the employee, provided that it will not unduly interrupt the operation of the City or result in additional overtime work unless authorized by the Chief or designee. Only two (2) total patrol bureau employees (e.g. two (2) patrol officers or one (1) patrol officer and one (1) patrol sergeant) will be permitted to take compensatory time, personal time or vacation time off, or any combination thereof on each shift per day, except that each sergeant shall be permitted five (5) times per calendar year to take one (1) day of compensatory time or vacation time off on a shift when time off has already been approved for two (2) other patrol officers on that shift. At the sole discretion of the City, additional officers may be permitted to take compensatory, personal time, or vacation time off, provided that the time off does not result in overtime and does not interfere with the orderly operations of the City. Prior requests for vacation time will supersede requests to use compensatory time off at a time agreeable to the Department and same time. The Chief or designee shall grant or deny the Bargaining Unit member. Approval employee’s request 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 its submission to the request being made, notify the member whether appropriate command officer. Compensatory time off may be used in amounts of one hour or not his/her request has been approvedmore. Approval Pay for accrued compensatory time shall not be unreasonably withheld. As soon as at 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 regular rate of the beginning employee at the time payment is made, except for cases of termination of employment where pay shall be at the average regular rate of the shift that needs to be covered. The employee being mandated will have during the lowest number last three (3) years of overtime hours worked and will be notified by a supervisoremployment or the regular rate of the employee at the time the payment is made, whichever is higher. In the event that a Court of competent jurisdiction determines in a case brought or supported by the Union, that the prohibition of compensatory time off resulting in additional overtime work unless authorized by the Chief or their designee is invalid/unenforceable, the annual use shall be limited to 80 hours. Any Sergeant shall be permitted to cash in accumulated compensatory time at a minimum of twenty (20) hours at a time. Requests shall be submitted at least two (2) pay periods in advance and shall be paid in the payroll check. When no employee being mandated is on volunteers to fill overtime, the City will exercise its authority to force in an approved leave and cannot be provided sevenemployee, as outlined in section 5.7.

Compensatory Time. A Bargaining Unit member ‌ Employees may choose elect to take use compensatory time in lieu of pay for overtime compensation if such choice is indicated during hours worked. The election shall be in writing and must be made immediately following the tour end of duty the work week in which the overtime is worked. Compensatory time Each overtime hour worked shall be credited equal to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½1½) hours for each overtime hour workedof compensatory time. Each Bargaining Unit member’s compensatory time bank An employee shall be limited in accumulation allowed to maintain a maximum of one hundred twenty (120) hours of compensatory time. An employee may use up to a maximum number of two one hundred forty twenty (240120) hours. Once a Bargaining Unit member has reached the maximum hours of compensatory time as compensation per calendar year. When an employee is at the maximum accumulation limit for compensatory time all overtime hours worked, all additional overtime will worked shall be paid. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance of Requests for 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 submitted by the employee no sooner than sixty (60) days in advance of the time being requested off. An employee will be permitted to take compensatory time off on the date requested by the employee, provided that it will not unduly interrupt the operation of the City or result in additional overtime work unless authorized by the Chief or designee. Only two (2) total patrol bureau employees (e.g., two (2) patrol officers or one (1) patrol officer and one (1) patrol sergeant) will be permitted to take compensatory time, personal time, or vacation time off, or any combination thereof on each shift per day. At the sole discretion of the City, additional officers may be permitted to take compensatory, personal time, or vacation time off, provided that the time off does not result in overtime and does not interfere with the orderly operations of the City. Prior requests for vacation time will supersede requests to use compensatory time off at a time agreeable to the Department and same time. The Chief or designee(s) shall grant or deny the Bargaining Unit member. Approval employee’s request 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 its submission to 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 supervisorappropriate command officer. In the event the prohibition of allowing compensatory time to be used if it would create additional overtime is determined to be unenforceable by a court of competent jurisdiction in a case brought or supported by the Union, the restrictions upon accumulation and calendar year annual use of compensatory time off in lieu of pay for overtime hours shall each be set at eighty (80). Compensatory time off may be used in amounts of one hour or more Pay for accrued compensatory time shall be at the regular rate of the employee being mandated at the time payment is on made, except for cases of termination of employment where pay shall be at the average regular rate of the employee during the last three (3) years of employment or the regular rate of the employee at the time the payment is made, whichever is higher. Any Patrol Officer shall be permitted to cash in accumulated compensatory time at a minimum of twenty (20) hours at a time. Requests shall be submitted at least two (2) pay periods in advance and shall be paid in the payroll check. When no one volunteers to fill overtime, the City will exercise its authority to force in an approved leave and cannot be provided sevenemployee, as outlined in section 5.7.

Compensatory Time. A Bargaining Unit member 6/3/1 Scheduling of Compensatory Time Non-FLSA compensatory time earned by an employee shall be used prior to layoff or January 1, whichever comes first. When compensatory time credits have been earned by an employee for overtime work or work on a holiday, this accrued time shall be used prior to seasonal layoff or January 1, whichever comes first. However, if the Employer does not permit the employee to use accrued compensatory time by January 1, the employee may choose carry such credits into the first four months of the new calendar year. Compensatory time not used in those first four (4) months will be converted to take cash payment on May 1 of that year. The Employer will accommodate employee requests for compensatory time usage unless such requests will unduly disrupt operations, however, accrued compensatory time in lieu excess of overtime compensation if such choice is indicated during sixty (60) hours may be scheduled at the tour convenience of duty in which the overtime is workedEmployer. Compensatory For seasonal employees only, all accrued compensatory time shall be credited used at times and in amounts most desired by the employee, unless the use of such time is unduly disruptive of the agency’s operation. 6/3/2 Employees not covered by the Fair Labor Standards Act shall have the right 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 take earned compensatory time bank shall for overtime. At the Employer’s discretion, the employee may be limited paid in accumulation to a maximum number of two hundred forty (240) hours. Once a Bargaining Unit member has reached the maximum hours of cash for unused compensatory time as compensation for overtime hours worked, all additional overtime will be paidcredits. The Bargaining Unit member may choose to If cash is not paid the employee shall carry over any balance into such time until May 1 of the following year. Any balance of Unused compensatory time carried over into credits shall then be paid in cash at the following year shall count towards the two hundred forty (240) hour cap in that yearemployee’s current hourly rate. Compensatory time off must 6/3/3 Where overtime reports exist or computerized reports can be taken at a time agreeable produced without additional cost 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 advanceEmployer, the employer will, within five (5) working days Employer shall provide upon request 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 filledLocal Union President, a mandate to cover the shift will occur no less than seven (7) calendar days in advance biweekly report 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 which employees worked the overtime. This report shall be notified by a supervisor. In given to the event ▇▇▇▇▇▇▇ in the employee being mandated is on an approved leave and cannot be provided sevenarea or to the local Union president as the local Union designates.

Compensatory Time. A Bargaining Unit member SECTION 1: The City may choose to take provide compensatory time off in lieu of monetary overtime compensation if such choice is indicated during compensation. SECTION 2: Compensatory time only applies to non-exempt employees as defined by the tour Fair Labor Standards Act. SECTION 3: Covered non-exempt employees have the option of duty being compensated for work in which excess of forty (40) hours in a work week either in cash or compensatory time. Effective September 28, 2016, (the overtime is ratification date of the 2014-2017 Agreement) the option to accrue compensatory time for hours worked over 35 hours and less than 40 hours was discontinued, and employees shall be paid at the straight-time rate for any of those hours actually worked. Compensatory The option to accrue compensatory time shall remain available for hours worked over 40 hours in lieu of cash and must be credited at the rate of not less than one and one-half (1-½) hours of compensatory time for each hour of overtime work. The option to the Bargaining Unit member and accumulated accrue compensatory time shall also remain available for hours paid under any section of this Agreement that requires payment at the rate of one and one-half (1 ½1-½) hours for each overtime hour workedthe employee’s regular rate of pay, such as Article 9, Section 4 (Call-out on normal day off), and Section 6 (Board secretaries and other employees working outside normal work hours), and Article 23, Section 5 (Court appearances by PSAs). Each Bargaining Unit member’s compensatory All time bank that an employee is either required or permitted to work is working time. Records shall be limited kept for all actual time worked by non-exempt employees, but in accumulation to a maximum number of two hundred forty (240) hours. Once a Bargaining Unit member has reached the maximum hours of compensatory computing pay, actual time as compensation for overtime hours worked, all additional overtime will be paid. The Bargaining Unit member rounded to the nearest one-quarter of an hour. SECTION 4: Compensatory time may choose to carry over any balance into be used for 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 yearsame purposes as annual leave. 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 withheldtaken unless previously approved by the employee’s appropriate supervisor(s) on a Leave Form. As All employees who use compensatory time shall have their compensatory time balance charged in an amount equal to the period of their absence from work. SECTION 5: Compensatory time can be accrued to a maximum of eighty (80) hours. Employees shall be encouraged to use earned compensatory time as soon as possible. Employees must be paid for compensatory time in excess of eighty (80) hours. Computation shall be at the employer notifies current regular rate of pay at time of payment. Compensatory time must be utilized in hourly increments. Effective at the member that his/her request has been approved, and if start of the employer determines that first full pay period following ratification of this 2017-2020 Agreement by the shift will be filledCity Commission, 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 minimum period of the beginning of the shift that needs absence to be covered. The employee being mandated will have the lowest number charged for use of overtime hours worked and will compensatory time shall be notified by a supervisor. In the event the employee being mandated is on an approved leave and cannot be provided sevenreduced to fifteen

Compensatory Time. A Bargaining Unit member may choose to take compensatory Compensatory time shall be governed as follows: 1. Regular and probationary employees may, with the prior approval of their supervisor, accrue compensation time in lieu of overtime compensation if such choice is indicated during the tour of duty in which the overtime is workedpay. Compensatory The accrual rate for 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 hour of overtime hour time worked. 2. Each Bargaining Unit member’s Once an employee has been credited with compensatory time, the employee shall either take the compensatory time bank off (CTO) or shall be limited in paid for all hours accrued. Employees requesting payment for accrued CTO hours shall be paid by the next full pay period from the date requested. 3. Upon separation or promotion into an employee group that does not have CTO, the employee will be paid at the employee’s current hourly rate or average of last three (3) years base hourly rate, whichever is higher for the remaining compensatory balance. 4. Maximum accumulation to a maximum number of two hundred forty (240) hours. Once a Bargaining Unit member has reached the maximum hours of compensatory time shall be reduced as compensation follows: a. Effective January 1, 2022, the maximum accumulation of CTO shall be one hundred (100) hours, for overtime all job classes. b. Effective January 1, 2024, the maximum accumulation of CTO for Dispatchers only shall be increased to one hundred twenty (120) hours. c. Employees with CTO balances above the maximum cap on January 1, 2022, shall be allowed to maintain said balances but shall not be allowed to accrue additional CTO hours worked, all additional overtime will be paiduntil their balance drops below the cap. 5. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance parties further agree that usage of accrued compensatory time carried over into shall be governed as follows: The City and Department agree that an employee’s CTO request will generally be granted, unless granting the following year shall count towards CTO would provide undue disruption to operation of the two hundred Department as determined by the Chief of Police or designee, including if it would result in below recommended minimum staffing levels on any shift. If the CTO request is for less than forty (24040) hour cap in that year. Compensatory time off must be taken hours and the employee provides at a time agreeable to least fourteen (14) days’ notice for the request, the Department agrees to grant CTO leave on the specific date requested even where backfilling on overtime is required unless granting the CTO would provide an undue disruption to operation of the Department as specified herein. If the CTO request is for more than forty (40) hours and the Bargaining Unit memberemployee provides at least twenty-eight (28) days’ notice for the request, the Department agrees to grant CTO leave on the specific date requested even where backfilling on overtime is required unless granting the CTO would provide an undue disruption to operation of the Department as specified herein. a. Each shift shall be treated and considered separately. b. Granting the CTO shift, as set forth in subparagraph 5, shall apply to requests issued after shift bidding. Approval Requests for CTO leave prior to shift bidding shall be granted at the discretion of the Chief of Police or his/her designee. c. The employee requesting the use of compensatory time off shall not generally be unreasonably withheld. Compensatory time off should be requested notified 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 to whether the request being made, notify has been granted by the member whether or not end of his/her shift, or within a reasonable amount time thereafter. If an employee requests to use CTO on multiple shifts where other circumstances delay the Department’s ability to grant or deny the request immediately, the Department shall notify the employee of whether the request is granted within a reasonable amount of time. If within one year of employee’s request, the time off has not been approvedgranted, the City shall cash-out the amount of CTO requested. d. Supervisors may grant CTO requests at their discretion where granting the leave may require the Department to backfill for overtime. Approval Generally, such requests will be granted where the employee is able to demonstrate a special need for compensatory time shall not be unreasonably withheld. As soon as the employer notifies the member that his/her request has been approvedCTO leave usage, and if the employer determines that the shift will use of other available leave types is not practical. e. CTO requests from Communications staff for time off shall 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 submitted no less than seven (7) calendar 7 days in advance before date 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 sevenrequest.

Compensatory Time. A Bargaining Unit member may choose to take compensatory time in In lieu of overtime compensation if such choice pay under Section 9.4, an employee may elect to accrue and bank up to one hundred twenty (120) hours of compensatory time off. Except as limited by the terms of this Section 9.7, the option of accruing and banking compensatory time off or receiving overtime pay shall be within the sole discretion of the employee who is indicated during the tour of duty in which the entitled to be compensated for overtime is workedwork. Compensatory time off shall be credited to the Bargaining Unit member and accumulated accrue at the rate of one and one-half (1 ½) ½ hours for each hour of overtime worked, up to the one hundred twenty (120) hour workedlimit on accrual set forth above. Each Bargaining Unit member’s Once the one hundred twenty (120) hour limit on· compensatory time off has been reached, all overtime worked in excess of that limit shall be compensated by overtime pay until the compensatory time bank shall be limited in accumulation to a maximum number of two again falls below one hundred forty twenty (240120) hours. Once a Bargaining Unit member has reached the maximum An Officer shall be required to contribute up to thirty-four (34) hours of accrued time (can be a combination of compensatory, held holiday and vacation time), at the rate of 100% of base hourly rate pay, into VEBA, at the beginning of each fiscal year. Upon separation from employment, an employee shall be required to contribute all accrued compensatory time as compensation for overtime hours workedtime, all additional overtime will be paid. The Bargaining Unit member may choose to carry over any balance at the rate of 100% of base hourly rate pay, into the following yearVEBA account. 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 An employee desiring to the Department and the Bargaining Unit member. Approval for schedule 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 submit a written request on a form supplied by the Department at least 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 prior 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 he proposes to take off, provided that the Police Chief or his designee can waive this advance notice requirement on a case- by-case basis. Compensatory time off may not be coveredarbitrarily denied but may be denied for operational reasons, including circumstances in which the request has the foreseeable effect of generating overtime. 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 Once granted, however, compensatory time off cannot be provided sevenrescinded. Compensatory time off may not be scheduled in advance to be taken on holidays listed in Section 12.1; however, the Police Chief or his designee may approve a request for compensatory time off on a holiday once the shift on that holiday has begun if, in the sole discretion of Police Department management, it is determined that the employee can use compensatory time off that shift without adversely affecting staffing levels. Requests for compensatory time off shall be considered on a first-come, first-served basis, except that requests for compensatory time off on a holiday shall be considered in seniority order.

Compensatory Time. A Bargaining Unit member ▇▇▇▇▇▇▇ State University (hereinafter “CSU”) has a standard workweek of forty (40) hours and abides by the provisions of the federal Fair Labor Standards Act (hereafter “FLSA”), as well as Board of Regents (hereinafter “BOR”) policies and procedures. This policy applies to all nonexempt who are generally paid on the biweekly payroll cycle. Overtime work shall be authorized for employees who are not exempt from the provisions of the FLSA only when the work is deemed necessary by the supervisor authorized to make such decisions. Supervisors must approve overtime in advance of overtime being worked. Overtime worked will be generally awarded as compensatory time, as one and one-half hours of leave time for one-hour of overtime worked over forty (40) hours in a workweek. Overtime hours may choose to take compensatory time not be carried over the next week in the biweekly pay period for purpose of shift modification. Payment for overtime work will be made in accordance with the FLSA. At CSU, in lieu of payment for approved overtime compensation if such choice is indicated during the tour of duty in which the overtime is worked. Compensatory work, compensatory time shall be credited to the Bargaining Unit member and accumulated granted 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 each hour of overtime worked. Approved compensatory time is subject to a maximum accumulation of sixty (60) hours workedat any one time, all additional overtime which must be recorded in the University’s leave accounting system, and must be expended by the end of the succeeding calendar quarter. The determination of FLSA exemption status is made by the CSU Human Resources Department. The order in which an employee will use earned compensatory time will be paidas follows: 1. The Bargaining Unit member Compensatory time must be used prior to the employee using any annual leave and/or sick leave. 2. Annual leave or sick leave may choose not be used prior to carry over any balance into compensatory time being exhausted either within the following yearcalendar quarter which it is earned or the succeeding calendar quarter. Any balance It is a requirement to apply the use of compensatory time carried over into to an employee leave situation if compensatory time has been recorded in the following year shall count towards the two hundred forty (240) hour cap in that yearleave accounting and timekeeping system. Payment of Compensatory Time and Scheduled Use: 1. Overtime, which is awarded as compensatory time off to a nonexempt employee may not be lost. 2. Unused Compensatory Time must be taken at a time agreeable to paid out if not used by 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 end of the request being made, notify succeeding quarter at the member whether or not his/her request has been approvedemployee’s current rate of pay. 3. Approval for compensatory time shall not Unused Compensatory Time balances must be unreasonably withheldpaid out if an employee separates from CSU at the employee’s current rate of pay. 4. As soon as Managers should ensure that Compensatory Time balances are used by 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 end of the beginning of the shift that needs succeeding quarter and when possible prior 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 sevenemployee’s separation.

Compensatory Time. A Bargaining Unit member The following provisions shall apply: a. Employees may choose periodically elect to take accrue compensatory time off in lieu of overtime compensation if such choice is indicated during pay. Eligible employees must notify their Department Head or his or her designee of their intention to accrue compensatory time off or to receive overtime pay at least thirty (30) days in advance of the tour change. b. The names of duty those employees electing to accrue compensatory time off shall be placed on a list maintained by the Department. Employees who become eligible (i.e., newly hired employees, employees promoting, demoting, etc.) for compensatory time off in which accordance with these guidelines must elect to accrue compensatory time or they will be paid for authorized overtime hours worked. c. Compensatory time off shall be accrued at the rate of one and one- half (1-1/2) times the actual authorized overtime hours worked by the employee. d. Employees may not accrue a compensatory time off balance that exceeds one hundred twenty (120) hours (i.e., eighty (80) hours at time and one-half). Once the maximum balance has been attained, authorized overtime hours will be paid at the overtime is workedrate. If the employee's balance falls below one hundred twenty (120) hours, the employee shall again accrue compensatory time off for authorized overtime hours worked until the employee's balance again reaches one hundred twenty (120) hours. e. Accrued compensatory time off shall be carried over for use in the next fiscal year; however, as provided in d. above, accrued compensatory time off balances may not exceed one hundred twenty (120) hours. f. Employees may not use more than one hundred twenty (120) hours of compensatory time off in any fiscal year period (July 1 - June 30). g. The use of accrued compensatory time off shall be by mutual agreement between the Department Head or his/her designee and the employee. Compensatory time off shall not be credited taken when the employee would be replaced by another employee who would be eligible to receive, for time worked, either overtime payment or compensatory time accruals as provided for in this Section. This provision may be waived at the Bargaining Unit member discretion of the Department Head or his or her designee. h. When an employee promotes, demotes or transfers from one classification eligible for compensatory time off to another classification eligible for compensatory time off within the same department, the employee's accrued compensatory time off balance will be carried forward with the employee. i. Compensatory time accrual balances will be paid off when an employee moves from one department to another through promotion, demotion or transfer. Said payoff will be made in accordance with the provisions and accumulated salary of the class from which the employee is promoting, demoting or transferring as set forth below. j. Since employees accrue compensatory time off at the rate of one and one-half (1 ½1-1/2) hours for each hour of authorized overtime hour worked. Each Bargaining Unit member’s , accrued 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 balances will be paidpaid off at the straight time rate (two-thirds (2/3) the overtime rate) for the employee's current salary whenever: 1. 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 employee changes status and the Bargaining Unit member. Approval is no longer eligible for compensatory time off shall not be unreasonably withheldoff; 2. Compensatory time off should be requested as far in advance as possible but no later than forty eight (48) hours in advancethe employee promotes, demotes or transfers to another department; 3. When Bargaining Unit members request compensatory time off at least 45 calendar days in advance, the employer will, within five (5) working days employee separates from County service; 4. the employee retires. k. The Office 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 County Auditor-Controller will be filled, the employer will post the overtime assignment establish timekeeping procedures to cover the member’s request. If there are no volunteers to cover administer 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 sevenSection.

Compensatory Time. A Bargaining Unit member may choose to take This Agreement constitutes the parties’ agreement regarding the use of compensatory time in lieu of overtime compensation if such choice is indicated during the tour of duty in which the overtime is workedpursuant to 29 CFR § 553.20 et seq. Compensatory time off shall be credited to the Bargaining Unit member and accumulated accrued 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 times 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. Accrued compensatory time shall be taken off hour for hour. Compensatory time may be earned and taken off with mutual agreement of the supervisor and the employee. Employees may accumulate up to eighty (80) hours of compensatory time. Any overtime hours worked and after the employee reaches the 80-hour limit will be notified by a supervisor. In the event paid to the employee being mandated at the overtime rate. a. Compensatory time off requests shall be approved for time off within a reasonable time after the request is made if the time off does not unduly disrupt operations of the City b. Upon separation from employment with the City, or death, accrued compensatory time will be paid to the employee or heirs, whichever the case may be, at the final regular rate earned by the employee or the average rate of pay over the last 3 years of employment, whichever is higher. c. The City is not required to pay to any employee the value of all or a portion of the accrued compensatory time balance except upon separation as described in sub-paragraph (b) of this Article. However, in a unique circumstance or to mitigate a hardship an employee may request that City Manager authorize a cash payout of the employee’s compensatory time balance, which the City may elect to do case-by-case on a non-precedent setting basis in order to assist an approved leave employee. If such a request is denied, the employee may request reconsideration and cannot may be provided sevenassisted by an Association representative. Should this compensatory time agreement be deemed to be in violation of any State or Federal statute or regulation, then all overtime shall be paid by the City and any provision herein regarding compensatory time shall be of no further effect.

Compensatory Time. A Bargaining Unit member An employee who is scheduled to work beyond his normally scheduled hours of work may choose request to take compensatory time in lieu of overtime compensation if such choice is indicated during the tour of duty in which the overtime is workedpay. Compensatory time The employee shall be credited entitled 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 for all hours in excess of his normal work schedule. Effective January 1, 2012, any time previously accrued and categorized as compensation for overtime hours worked, all additional overtime Compensatory Time will be paidtransferred hour for hour into a Hire Back/Comp Time Bank and be re-categorized as Hire-Back Comp/Time (HBCT) Notice of Banking a Hire-Back: When an employee elects to bank a Hire-Back, the employee shall notify the Shift Chief in writing using the HBCT Request Form. 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 Time will be taken banked at a time agreeable and one half rate. (e.g., a 24 hour hire back would result in 36 hours of HBCT) Requesting to Use HBCT: In order to request the use of HBCT, the employee must have the time in the bank. The time must be requested in increments of four (4) hours. A HBCT Form shall be completed by the employee and submitted to the Department Shift Chief. All requests will be recorded with the date and time they are received and shall be submitted to 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 Shift Chief no later than forty eight three shift days (48216 hours) 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 prior 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 day in which the HBCT will be used. Employees must have enough time in their HBCT bank to cover the request at 1.5x the request. Filling Hire-Back Bank Requests: Requests for HBCT use will be coveredprioritized in the date and time order in which they are received. Any Hire Back caused by the employee using the compensatory time will be charged against the employee’s HBCT: The scheduled employee’s HBCT Bank shall be reduced by time and one half for each hour granted off (e.g. 24 hour hire-back at time and a half equals 36 reduction in HBCT Bank). If no hire-back is required: The employee being mandated will have taking the lowest number of overtime leave shall his HBCT Bank reduced hour for hour (e.g. 24 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 sevenoff equals 24 hours reduction in HBCT Bank).

Compensatory Time. A Bargaining Unit member (a) Employees entitled to be paid cash for overtime may choose to take request 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 off at the rate applicable rate. Management may grant or deny such request consistent with the provisions of one and one-half section (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 workedb), 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 below, which allows for compensatory time off accrual of at least fifty-six (56) hours or for eighty (80) hours in the case of certain Agency of Transportation employees as referenced below in subsection (b), and if granted, shall not be unreasonably withheld. Compensatory endeavor to schedule the time off should be requested as far in advance as possible but no later than forty within a reasonable time. The fifty-six (56) hour minimum compensatory time accrual limit shall revert to forty-eight (48) hours in advanceon June 30, 2003, for Game Wardens and Game Warden Trainees. When Bargaining Unit members request Unused compensatory time off earned during the Y ot thereafter. Unused Year A compensatory time off which has not been used by the end of Year B, through no fault of the employee, will be paid off in cash at least 45 calendar days the base hourly rate of pay then prevailing. Year A is defined as the first full pay period in advanceJuly through the pay period which includes June 30th. Year B is the same period the following year. Employees in Overtime Category 18 who are unable to use their compensatory time balances, through no fault of their own, may request that Year A compensatory time be paid off in cash at the end of Year B. Such request may be granted in exceptional circumstances with the approvals of the Department or Agency head and the Commissioner of Human Resources. (b) The following provisions shall apply in any case where an employee who is assigned to work overtime has requested to be credited with compensatory time rather than to be paid in cash. (1) The minimum compensatory time accrual per employee enforceable under the provisions of this Section is a rolling fifty-six (56) hours. Effective June 30, 2003, the minimum compensatory time accrual per employee enforceable under the provisions of this Section shall be a rolling forty- eight (48) hours for Game Wardens and Game Warden Trainees. Provided, for Transportation Maintenance Workers in the Agency of Transportation who are subject to Special Snow Season Status under Article 68 only, the minimum shall be a rolling eighty (80) hours. This contractual minimum is not intended as a restriction on any manager or supervisor who, pursuant to any departmental policy or otherwise, has the discretion to permit compensatory time accrual in excess of the applicable rolling hour limit, or eighty (80) hours as the case may be. Likewise, this contractual minimum is not intended to require any department which has a policy to allow a minimum compensatory time accrual in excess of this applicable rolling hour limit to discontinue such policy. Any department shall be free to adopt, continue, discontinue or modify any such policy above the minimum compensatory time accrual established hereunder without recourse to the grievance procedure. The failure of a manager or supervisor to permit compensatory time accrual above the established minimum herein shall not be subject to the grievance procedure. (2) In any case where overtime work is paid for by funds other than State tax funds (i.e., not General Fund, Transportation Fund, etc.), the State may, but shall not be required to, grant compensatory time for those overtime hours under the preceding paragraph. In such situations, where funds may not be available by the end of Year B or at other times to pay off or grant the time off, then supervisors may grant compensatory time, but require that it be used before the fund/grant expires. (3) Compensatory time accrual at or above the minimum established herein does not diminish the employer willdiscretion, within five already existing under this Agreement, to deny compensatory time usage pursuant to the operating needs of a Department. Denial by management of an employee request to use compensatory time may result in all such accrued compensatory time being bought out in cash pursuant to the provisions of the Overtime Article, Section 6. (4) Nothing herein shall limit departmental practices requiring emp (5) working days Except for mandatory compensatory time such as for overtime on a holiday worked, any compensatory time off balance at the end of the pay period next following May 1, may, at the sole discretion of the appointing authority, be paid off in cash, in whole or in part, at the straight-time rate of pay then prevailing. If requested by the employee, up to forty-eight (48) hours balance shall be retained and not be paid off. Such a request being mademay be denied if the primary funding source is not State tax funds. (c) Compensatory time off granted in lieu of cash overtime compensation in accordance with the requirements of the Fair Labor Standards Act (FLSA) shall not exceed the statutory limits of accrual, notify the member whether or not his/her request has been approved. Approval for and usage of any such FLSA compensatory time off shall be in compliance with any appropriate FLSA regulations. (d) Compensatory time off may 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 deducted in increments of less than one-half (1/2) hour. (e) On any separation from service unused compensatory time off 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, paid off in cash in 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 sevenlump

Compensatory Time. A Bargaining Unit member A. The parties agree that FLSA-exempt members may choose at times be required to take work longer work hours than normal. Subject to the provisions of 18.2(B), when those hours exceed forty (40) for full-time employees (pro-rated for part-time employees) in a work week, the employee may be eligible for compensatory time. This section is designed to treat such situations equitably and to recognize the work, commitment and dedication of employees who put in these extended hours. Compensatory time is granted on an hour-for-hour basis. Whenever possible, the employee and the supervisor shall discuss in advance the need for unusually longer work hours and shall agree in writing that this work shall be governed by this provision and that documented work hours beyond forty (40) hours for full-time employees or the hours which their percentage of employment yields when multiplied by 40 (e.g., a ½ time employee needs to work 20 hours to be considered for compensatory time) in a work week will be treated as compensatory time in lieu of overtime compensation if such choice is indicated during earned. Department heads or designees have the tour of duty in which the overtime is workedauthority to approve compensatory time. Compensatory time shall not be credited to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½) hours for each overtime hour workedunreasonably denied. Each Bargaining Unit member’s Compensatory time is not cumulative beyond a twelve month period. For this reason, an employee should take compensatory time bank as soon as possible after it is credited. Supervisors shall make every effort to allow compensatory time earned to be limited in accumulation used. 1.) Compensatory time not used within twelve calendar months after it is credited will be forfeited. 2.) Compensatory time may not be transferred to a maximum number any type of two hundred forty (240leave. 3.) hours. Once a Bargaining Unit member has reached the maximum hours There is no payout of compensatory time as compensation for overtime hours worked, all additional overtime will be paidand any remaining compensatory time is lost when an employee separates from the University. The Bargaining Unit employee’s separation date may not be moved forward in order to pay for compensatory time. 4.) A bargaining unit member may choose request to carry over any balance into the following year. Any balance of use compensatory time carried over into the following year shall count towards the two hundred forty (240) hour cap in that yearleave as it accrues. Compensatory time off must leave requests shall be taken at a time agreeable granted unless, in the supervisor’s opinion, it is impossible or impractical to the Department and the Bargaining Unit memberdo so because of work schedules or emergencies. 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 Employee requests to use compensatory time shall not be unreasonably withhelddenied. As soon as The supervisor shall make reasonable efforts to insure that a bargaining unit member, having requested compensatory leave, is granted such leave in order to prevent the employer notifies loss of earned compensatory time. If a conflict in compensatory requests arises, the member supervisor shall give consideration to the employee(s) with the most seniority, provided that his/her request has been approved, operational needs are met. Compensatory time may be used in lieu of any other earned or accrued time. Total number of hours worked shall be reported on the time and if the employer determines that the shift attendance sheet. Compensatory time earned or used will be filled, recorded on the employer will post the overtime assignment to cover the member’s requesttime and attendance sheet. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift Compensatory time used will be filledcounted in a first earned, 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 sevenfirst used basis.

Compensatory Time. A Bargaining Unit member may choose 1. When supervisors are called in/scheduled to take work more than their normal work schedule, the Director/Assistant Director or his/her designee and employee shall determine in advance, unless there is an emergency situation, whether overtime pay or compensatory time is to be granted. 2. If the Director/Assistant Director and employee agree that compensatory time is to be granted in lieu of overtime compensation if such choice is indicated during the tour of duty in which the overtime is workedpay, then compensatory time shall be calculated at time and one half. 3. Compensatory time shall be credited is 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 mutually agreeable to the Department Director/Assistant Director or his/her designee and the Bargaining Unit memberemployee. Approval for Employees will be granted compensatory time on a first come, first serve basis, if scheduling permits. 4. Employees may accumulate up to one-hundred twenty (120) hours of compensatory time in a contract year. Accumulated compensatory time must be totally used within the contract year in which it is earned. Any compensatory time not used within the contract year will be paid off shall to the employee at time and one half pay. 5. Employees who terminate their service with the University will be paid for accumulated compensatory time, not be unreasonably withheldto exceed one-hundred twenty (120), at their then current rate of pay, except shutdown hours received in December, unless the criteria for payment has been met per Article 19 titled Holidays. 6. Compensatory time off should may be requested as far used 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 advanceincrements of one hour or more and may be used, if approved by the employer will, within five (5) working days of the request being made, notify the member whether Director/Assistant Director or not his/her request has been approveddesignee, in conjunction with paid vacation or personal day(s). Approval for However, no more than twenty (20) hours may be used at one time in conjunction with vacation periods, unless an exception is approved by the Director/Assistant Director. 7. The accrual of 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, reported on the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtime, bi-weekly time sheet and if the employer determines that the shift use of compensatory time will be filled, a mandate to cover reported on 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▇▇▇▇▇▇ State University Request for Excused Absence form.

Compensatory Time. A Bargaining Unit member The following provisions shall apply: a. Employees may choose periodically elect to take accrue compensatory time off in lieu of overtime compensation if such choice is indicated during pay. Eligible employees must notify their Department Head or his or her designee of their intention to accrue compensatory time off or to receive overtime pay at least thirty (30) days in advance of the tour change. b. The names of duty those employees electing to accrue compensatory time off shall be placed on a list maintained by the Department. Employees who become eligible (i.e., newly hired employees, employees promoting, demoting, etc.) for compensatory time off in which the accordance with these guidelines must elect to accrue compensatory time or they will be paid for authorized overtime is hours worked. . c. Compensatory time off shall be credited to the Bargaining Unit member and accumulated accrued at the rate of one and one-half (1 ½1-1/2) times the actual authorized overtime hours worked by the employee. d. Employees may not accrue a compensatory time off balance that exceeds one hundred twenty (120) hours for each (i.e., eighty (80) hours at time and one-half). Once the maximum balance has been attained, authorized overtime hour workedhours will be paid at the overtime rate. Each Bargaining Unit member’s If the employee's balance falls below one hundred twenty (120) hours, the employee shall again accrue compensatory time bank off for authorized overtime hours worked until the employee's balance again reaches one hundred twenty (120) hours. e. Accrued compensatory time off shall be limited carried over for use in accumulation to a maximum number of two the next fiscal year; however, as provided in D. above, accrued compensatory time off balances may not exceed one hundred forty twenty (240120) hours. Once a Bargaining Unit member has reached the maximum . f. Employees may not use more than one hundred twenty (120) hours of compensatory time as compensation for overtime hours worked, all additional overtime will be paid. off in any fiscal year period (July 1 - June 30). g. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance use of accrued compensatory time carried over into off shall be by mutual agreement between the following year shall count towards Department Head or his/her designee and the two hundred forty (240) hour cap in that yearemployee. 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 withheldtaken when the employee should be replaced by another employee who would be eligible to receive, for time worked, either overtime payment or compensatory time accruals as provided for in this Section. This provision may be waived at the discretion of the Department Head or his or her designee. h. When an employee promotes, demotes or transfers from one classification eligible for compensatory time off to another classification eligible for compensatory time off within the same department, the employee's accrued compensatory time off balance will be carried forward with the employee. i. Compensatory time accrual balances will be paid off should when an employee moves from one department to another through promotion, demotion or transfer. Said payoff will be requested made in accordance with the provisions and salary of the class from which the employee is promoting, demoting or transferring as far set forth in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request j. below. j. Since employees accrue compensatory time off at least 45 calendar days in advancethe rate of one and one-half (1-1/2) hours for each hour of authorized overtime worked, accrued compensatory time balances will be paid off at the employer will, within five straight time rate (5two-thirds (2/3) working days of the request being made, notify overtime rate) for the member whether or not his/her request has been approvedemployee's current salary whenever: 1. Approval the employee changes status and is no longer eligible for compensatory time shall not be unreasonably withheldoff; 2. As soon as the employer notifies employee promotes, demotes or transfers to another department; 3. the member that his/her request has been approved, and if employee separates from County service; 4. 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 employee retires. k. The Office of the beginning of the shift that needs County Auditor-Controller will establish timekeeping procedures 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 sevenadminister this Section.

Compensatory Time. A Bargaining Unit member The following provisions shall apply: a. Employees may choose periodically elect to take accrue compensatory time off in lieu of overtime compensation if pay. Employees shall make a choice, which will remain in effect for a period of one fiscal year July 1 - June 30. Eligible employees must notify their Department Head or his/her designee of their intention to accrue compensatory time off at least seven (7) calendar days prior to July 1 of each year. b. The names of those employees electing to accrue compensatory time off shall be placed on a list maintained by the department. Employees who become eligible (i.e., newly hired employees, employees promoting, demoting, etc.) for compensatory time off in accordance with these guidelines, after the list has been compiled, will be paid for authorized overtime hours worked until the preparation of the next annual list, unless such choice is indicated during employees specifically request in writing to the tour of duty Department Head or his designee that they be placed on the list currently in which the overtime is worked. effect. c. Compensatory time off shall be credited to the Bargaining Unit member and accumulated accrued at the rate of one and one-half (1 ½1-1/2) times the actual authorized overtime hours for each overtime hour worked. Each Bargaining Unit member’s worked by the employee. d. Employees may not accrue a compensatory time bank shall be limited in accumulation to a maximum number of two off balance that exceeds one hundred forty twenty (240120) hours. Once a Bargaining Unit member one hundred twenty (120) hour balance has reached been attained, authorized overtime hours will be paid at the maximum hours of overtime rate. If the employee's balance falls below one hundred twenty (120) hours, the employee shall again accrue compensatory time as compensation off for authorized overtime hours worked, all additional overtime will be paid. The Bargaining Unit member may choose to carry over any worked until the employee's balance into the following year. Any balance of again reaches one hundred twenty (120) hours. e. Accrued compensatory time off shall be carried over into for use in the following year next fiscal year; however, as provided in d. above, accrued compensatory time off balances may not exceed one hundred twenty (120) hours. f. The use of accrued compensatory time off shall count towards be by mutual agreement between the two hundred forty (240) hour cap in that yearDepartment Head or his designee and the employee. 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 taken when the employee 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 replaced by another employee who would be eligible to receive, for time off at least 45 calendar days in advanceworked, 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 either 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

Compensatory Time. A Bargaining Unit member ▇▇▇▇▇▇▇ State University (hereinafter “CSU”) has a standard workweek of forty (40) hours and abides by the provisions of the federal Fair Labor Standards Act (hereafter “FLSA”), as well as Board of Regents (hereinafter “BOR”) policies and procedures. This policy applies to all nonexempt employees who are generally paid on the biweekly payroll cycle. Overtime work shall be authorized for employees who are not exempt from the provisions of the FLSA only when the work is deemed necessary by the supervisor authorized to make such decisions. Supervisors must approve overtime in advance of overtime being worked. Overtime worked will be generally awarded as compensatory time, as one and one-half hours of leave time for one-hour of overtime worked over forty (40) hours in a workweek. Overtime hours may choose to take compensatory time not be carried over the next week in the biweekly pay period for purpose of shift modification. Payment for overtime work will be made in accordance with the FLSA. At CSU, in lieu of payment for approved overtime compensation if such choice is indicated during the tour of duty in which the overtime is worked. Compensatory work, compensatory time shall be credited to the Bargaining Unit member and accumulated granted 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 each hour of overtime worked. Approved compensatory time is subject to a maximum accumulation of sixty (60) hours workedat any one time, all additional overtime which must be recorded in the BOR’s leave accounting system, and must be expended by the end of the succeeding calendar quarter. The determination of FLSA exemption status is made by the CSU Human Resources Department. The order in which an employee will use earned compensatory time will be paidas follows: 1. The Bargaining Unit member Compensatory time must be used prior to the employee using any annual leave and/or sick leave. 2. Annual leave or sick leave may choose not be used prior to carry over any balance into compensatory time being exhausted either within the following yearcalendar quarter which it is earned or the succeeding calendar quarter. Any balance It is a requirement to apply the use of compensatory time to an employee leave situation if compensatory time has been recorded in the leave accounting and timekeeping system. Payment of Compensatory Time and Scheduled Use: 1. Overtime, which is awarded as compensatory time to a nonexempt employee may not be lost. 2. Comp time is accrued at the end of the pay period and has a maximum accumulation of 240 hours. 3. Comp time accruals prior to June may not be carried over into forward to the following year shall count towards the two hundred forty (240) hour cap in that subsequent fiscal year. 4. Compensatory All comp time off accrued prior to June 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 paid out no later than forty eight (48) hours the final bi-weekly pay period in advanceJune of each fiscal year at the employee’s current rate of pay. 5. When Bargaining Unit members request compensatory Unused Compensatory Time balances must be paid out if an employee separates from CSU at the employee’s regular hourly rate of pay since the one and one-half calculation has already been applied with the time off at least 45 calendar days in advance, calculation. 6. Managers should ensure that Compensatory Time balances are used by the employer will, within five (5) working days end 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 seventhe

Compensatory Time. A Bargaining Unit member The following provisions shall apply: A. Employees may choose periodically elect to take accrue compensatory time off in lieu of overtime compensation if such choice is indicated during pay. Eligible employees must notify their Department Head or his or her designee of their intention to accrue compensatory time off or to receive overtime pay at least thirty (30) days in advance of the tour change. B. The names of duty those employees electing to accrue compensatory time off shall be placed on a list maintained by the Department. Employees who become eligible (i.e., newly hired employees, employees promoting, demoting, etc.) for compensatory time off in which the accordance with these guidelines must elect to accrue compensatory time or they will be paid for authorized overtime is hours worked. . C. Compensatory time off shall be credited to the Bargaining Unit member and accumulated accrued at the rate of one and one-half (1 ½1-1/2) times the actual authorized overtime hours worked by the employee. D. Employees may not accrue a compensatory time off balance that exceeds one hundred twenty (120) hours for each (i.e., eighty (80) hours at time and one-half). Once the maximum balance has been attained, authorized overtime hour workedhours will be paid at the overtime rate. Each Bargaining Unit member’s If the employee's balance falls below one hundred twenty (120) hours, the employee shall again accrue compensatory time bank off for authorized overtime hours worked until the employee's balance again reaches one hundred twenty (120) hours. E. Accrued compensatory time off shall be limited carried over for use in accumulation to a maximum number of two the next fiscal year; however, as provided in d above, accrued compensatory time off balances may not exceed one hundred forty twenty (240120) hours. Once a Bargaining Unit member has reached the maximum hours . F. The use of accrued compensatory time as compensation for overtime hours worked, all additional overtime will off shall be paid. The Bargaining Unit member may choose to carry over any balance into by mutual agreement between the following year. Any balance of compensatory time carried over into Department Head or his/her designee and the following year shall count towards the two hundred forty (240) hour cap in that yearemployee. 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 withheldtaken when the employee should be replaced by another employee who would be eligible to receive, for time worked, either overtime payment or compensatory time accruals as provided for in this Section. This provision may be waived at the discretion of the Department Head or his or her designee. G. When an employee promotes, demotes or transfers from one classification eligible for compensatory time off to another classification eligible for compensatory time off within the same department, the employee's accrued compensatory time off balance will be carried forward with the employee. H. Compensatory time accrual balances will be paid off should when an employee moves from one department to another through promotion, demotion or transfer. Said payoff will be requested made in accordance with the provisions and salary of the class from which the employee is promoting, demoting or transferring as far set forth in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request i below. I. Since employees accrue compensatory time off at least 45 calendar days in advancethe rate of one and one-half (1-1/2) hours for each hour of authorized overtime worked, they shall be paid their accrued hours of compensatory time at the employer will, within five (5) working days straight time rate of the request being made, notify the member whether or not his/her request has been approvedpay whenever: 1. Approval The employee changes status and is no longer eligible 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 coveredoff. 2. The employee being mandated promotes, demotes or transfer to another department. 3. The employee separates from County service. 4. The employee retires. J. The Office of the County Auditor-Controller 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 sevenestablish timekeeping procedures to administer this Section.

Compensatory Time. A Bargaining Unit member may choose to take compensatory Compensatory time off in lieu of overtime compensation if such choice is indicated during pay shall be granted within the tour one hundred twenty hour limit at the option of duty in which the employee. Compensatory time will be granted at the rate of time and one half for each overtime is hour worked. Compensatory time shall be credited allowed 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 accumulate to a maximum number of one hundred twenty (120) hours comp time. Holiday and personal leave are not to be considered as compensatory time. Current Departmental Compensatory Time Usage Policy shall be amended to increase the extra off-days from two hundred forty (2402) hours. Once a Bargaining Unit member has reached per pay period to three (3) per pay period, provided that the maximum hours current Vacation Policy with use of compensatory time as compensation for overtime hours workedwill remain unchanged. Should the department transition to ten (10) hour shifts, all additional overtime employees will be paid. The Bargaining Unit member may choose permitted to carry over any balance into the following year. Any balance of compensatory time carried over into the following year shall count towards the use two hundred forty (2402) hour cap EOD/Holidays in that year. Compensatory time off must be taken at a time agreeable to the Department conjunction with three (3) vacation days, and the Bargaining Unit memberextra off-days shall be increased to four (4) per pay period. Approval However, if the department at any time decides to revert back to eight hour or eight and a half hour work days, then the forgoing provision for compensatory time off extra off-days and EOD/Holidays shall not be unreasonably withheldrevert back to one (1) EOD/Holiday in conjunction with three (3) vacation days. 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 All compensatory time shall be used prior to the end of the calendar year, or the City shall pay off up to eighty (80) hours of accumulated time by separate check not later than December 1. All other compensatory time shall be unreasonably withheld. As soon as the employer notifies the member that his/her request has been approvedused by November 15, and if the employer determines that the shift will or be filled, the employer will post the overtime assignment to cover approved for use by the member's supervisor before November 15. Employees working an eight (8) hour schedule may add two (2) EOD’s requestor HOL’s sixteen (16) hours within each twenty-four (24) consecutive hours of vacation (thee (3) days) submitted (other leaves are not to included). If there Employees working an ten (10) hour schedule may add two (2) EOD’s or HOL’s twenty (20) hours within each thirty (30) consecutive hours of vacation (thee (3) days) submitted (other leaves are not to included). No more than three (3) EOD’s or HOL’s per pay period are permitted when working an eight (8) hour schedule. No more than four (4) EOD’s or HOL’s per pay period are permitted when working a ten (10) hour schedule. This does not change the use of compensatory or Holiday time associated with vacation as described above. Any employee working an eight and one half (8.5) hour work day may add one (1) EOD’s or HOL’s (8.5 hours) in conjunction with three (3) vacation days (25.5 hours) and use 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 more than seven two (72) 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 supervisorEOD or HOL’s per pay period. In the event the employee being mandated department transitions to a twelve (12) hour schedule for any employee, they may add two (2) EOD’s or HOL’s (24 hours) with each thirty-six (36) consecutive hours of vacation (three days) submitted. No more than three (3) EOD or HOL’s per pay period are permitted when working a twelve (12) hour schedule. All compensatory time shall be used prior to the end of the calendar year, or the City shall pay off up to one hundred twenty (120) hours accumulated compensatory time and up to seventy (70) hours of accumulated holiday time or any combination thereof not to exceed 150 hours by separate check not later than December 1. All other compensatory time shall be used by November 15 or be approved for use by the member's supervisor before November 15. Compensatory time must be used or paid out in the calendar year it is on an approved leave and canearned. Compensatory time may not be provided sevencarried over into the next calendar year.

Compensatory Time. A Bargaining Unit member An employee may choose accrue up 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 maintain eighty (1 ½80) 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 off in lieu of cash payment. No employee may accrue more than eighty (80) 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. In order to be eligible to earn compensatory time, employees must submit an accurate daily attendance report (DAR) within ten (10) calendar days of the day the compensatory time carried over into the following year shall count towards the two hundred forty was earned including all compensatory time earned on that day. Employees may not submit DAR’s that reflect compensatory time earned on any other day. Accrued compensatory time may be cashed out six (2406) hour cap times each year: February, April, June, August, October, and in that yearDecember. Compensatory Requests to use accrued compensatory time off must be taken at a time agreeable submitted to the Department in writing and shall be granted as set forth below. If the Bargaining Unit member. Approval for compensatory time off shall not be unreasonably withheld. Compensatory request, at the time off should be requested as far in advance as possible but no later than forty eight of submission, necessitates the assignment of overtime (48OT) hours in advance. When Bargaining Unit members request to cover its use, and the compensatory time off at least 45 calendar days in advance, the employer will, within five request was submitted more than twenty-four (524) 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 hours in advance of the beginning start of said shift, the Department shall make reasonable efforts to fill the OT shift. This customarily includes, but is not limited to, posting the OT on the Operations Division Roll Call board and/or OT sign-up sheet area and advertising via Department email to the Police Sworn Officers email distribution list. The Sergeant or other Police Administrator receiving the comp time request is responsible for posting the notifications of available OT prior to the end of the shift during which the compensatory time request was received. If the OT is filled by a volunteer, the Department will mark it on the schedule and send a confirmatory email to the officer who requested the comp time off. If the OT is not filled at the twenty-four (24) hour ▇▇▇▇ ▇▇▇▇▇ to the start of the requested shift for which compensatory time was submitted, the Department will make reasonable efforts to notify the requesting member that the OT shift has not yet been filled, customarily with a personal phone call or Department email. Acknowledging that the operational needs of the Department may prevent a supervisor from making this notification right at the twenty-four (24) hour mark, the requesting member will also make reasonable efforts to be coveredcontact the on-duty supervisor at that time and verify the status of the requested shift. Once the requesting member is aware that the OT has not been filled, the responsibility now lies with the requesting officer to either find a volunteer for the OT shift or work the shift him/herself. If the compensatory time off request is submitted less than twenty-four (24) hours before the start of the shift, the responsibility lies with the requesting officer to either find a volunteer for the OT shift or work the shift him/herself. The employee being mandated requesting officer or sergeant may find a volunteer up to the regularly scheduled start of the requested compensatory time off shift. The requesting officer or sergeant, upon finding a volunteer, will have notify by personal phone call or Department email, or both, the lowest number on-duty patrol sergeant of overtime hours worked and will be notified by a supervisorthe fulfillment of the OT shift. In the event the employee being mandated is on an approved leave and a volunteer cannot be found by the start of the requested shift, the comp time off request is denied, and the requesting officer or sergeant will be required to work the shift. Except as provided sevenin Article 11.6, in the event an officer or sergeant submits a compensatory time off request that necessitates OT as part of a block of requested PTO or other leave, if the comp time off request(s) generates two (2) or less shifts of OT for the duration of the leave block, the Department will not cancel the request, even if the OT is not voluntarily filled. A block of leave commonly refers to a week of work, or more, bookended by two sets of regularly scheduled days off. The Department will support the compensatory time off request by working to fill the shift. GPOA members will communicate clearly and unambiguously with the Department as to who has volunteered to work the requested compensatory time off shift, if applicable.

Compensatory Time. A Bargaining Unit member (a) Employees entitled to be paid cash for overtime may choose to take request 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 off at the rate applicable rate. Management may grant or deny such request consistent with the provisions of one and one-half section (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 workedb), 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 below, which allows for compensatory time off accrual of at least fifty-six (56) hours or for eighty (80) hours in the case of certain Agency of Transportation employees as referenced below in subsection (b), and if granted, shall not be unreasonably withheld. Compensatory endeavor to schedule the time off should be requested as far in advance as possible but no later than forty within a reasonable time. The fifty-six (56) hour minimum compensatory time accrual limit shall revert to forty-eight (48) hours in advanceon June 30, 2003, for Game Wardens and Game Warden Trainees. When Bargaining Unit members request Unused compensatory time off earned during the accrual “Year A” may be carried over until the end of accrual “Year B”, but not thereafter. Unused Year A compensatory time off which has not been used by the end of Year B, through no fault of the employee, will be paid off in cash at least 45 calendar days the base hourly rate of pay then prevailing. Year A is defined as the first full pay period in advanceJuly through the pay period which includes June 30th. Year B is the same period the following year. Employees in Overtime Category 18 who are unable to use their compensatory time balances, through no fault of their own, may request that Year A compensatory time be paid off in cash at the end of Year B. Such request may be granted in exceptional circumstances with the approvals of the Department or Agency head and the Commissioner of Human Resources. (b) The following provisions shall apply in any case where an employee who is assigned to work overtime has requested to be credited with compensatory time rather than to be paid in cash. (1) The minimum compensatory time accrual per employee enforceable under the provisions of this Section is a rolling fifty-six (56) hours. Effective June 30, 2003, the minimum compensatory time accrual per employee enforceable under the provisions of this Section shall be a rolling forty- eight (48) hours for Game Wardens and Game Warden Trainees. Provided, for Transportation Maintenance Workers in the Agency of Transportation who are subject to Special Snow Season Status under Article 68 only, the minimum shall be a rolling eighty (80) hours. This contractual minimum is not intended as a restriction on any manager or supervisor who, pursuant to any departmental policy or otherwise, has the discretion to permit compensatory time accrual in excess of the applicable rolling hour limit, or eighty (80) hours as the case may be. Likewise, this contractual minimum is not intended to require any department which has a policy to allow a minimum compensatory time accrual in excess of this applicable rolling hour limit to discontinue such policy. Any department shall be free to adopt, continue, discontinue or modify any such policy above the minimum compensatory time accrual established hereunder without recourse to the grievance procedure. The failure of a manager or supervisor to permit compensatory time accrual above the established minimum herein shall not be subject to the grievance procedure. (2) In any case where overtime work is paid for by funds other than State tax funds (i.e., not General Fund, Transportation Fund, etc.), the State may, but shall not be required to, grant compensatory time for those overtime hours under the preceding paragraph. In such situations, where funds may not be available by the end of Year B or at other times to pay off or grant the time off, then supervisors may grant compensatory time, but require that it be used before the fund/grant expires. (3) Compensatory time accrual at or above the minimum established herein does not diminish the employer willdiscretion, within five already existing under this Agreement, to deny compensatory time usage pursuant to the operating needs of a Department. Denial by management of an employee request to use compensatory time may result in all such accrued compensatory time being bought out in cash pursuant to the provisions of the Overtime Article, Section 6. (4) Nothing herein shall limit departmental practices requiring employees to use “Year A” compensatory time to avoid losing it at the end of “Year B”. (5) working days Except for mandatory compensatory time such as for overtime on a holiday worked, any compensatory time off balance at the end of the pay period next following May 1, may, at the sole discretion of the appointing authority, be paid off in cash, in whole or in part, at the straight-time rate of pay then prevailing. If requested by the employee, up to forty-eight (48) hours balance shall be retained and not be paid off. Such a request being mademay be denied if the primary funding source is not State tax funds. (c) Compensatory time off granted in lieu of cash overtime compensation in accordance with the requirements of the Fair Labor Standards Act (FLSA) shall not exceed the statutory limits of accrual, notify the member whether or not his/her request has been approved. Approval for and usage of any such FLSA compensatory time off shall be in compliance with any appropriate FLSA regulations. (d) Compensatory time off may 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 deducted in increments of less than one-half (1/2) hour. (e) On any separation from service unused compensatory time off will be filledpaid off in cash in a lump sum with the final paycheck at the employee’s, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtimethen, 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 sevenbase rate.

Compensatory Time. A Bargaining Unit member Compensatory time at a time and one-half (1-1 /2) rate may choose to take be earned at such times and in such time blocks as are mutually agreed upon between the involved employee and his supervisor. If mutual agreement on compensatory time in lieu of overtime compensation if such choice is indicated during cannot be reached, the tour of duty in which the overtime is worked. Compensatory time employee shall be credited to the Bargaining Unit member and accumulated at the rate of receive one and one-half (1 ½1-1/2) hours times his rate of pay for each overtime hour workedworked in accordance with the provisions of Section 4.4. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation Employees may accumulate up 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 during a fiscal year. All such time in excess of 140 hours worked, all additional overtime will must be paidtaken or sold prior to the end of each fiscal year. The Bargaining Unit member may choose to carry over any balance into remaining time at the following yearend of the fiscal year shall become non-sellable compensatory time. Any balance of current non-sellable compensatory time carried over into shall remain non-sellable during the following year term of this Agreement, except upon separation from the Department. Upon separation, an employee shall count towards the two hundred forty (240) hour cap be paid all accumulated compensatory time at his then current rate of pay. Compensatory time submitted for payment shall be submitted on a quarterly basis, in that yearDecember. April, July and October. Compensatory time off must may, upon approval of the Chief or his designee. be taken at straight-time amounts (8.5 hours charge for each day taken) if another employee does not need to be called in to maintain departmental manpower requirements. However, if another employee must be called in or held over to maintain manpower requirements, and the Chief or his designee still approves a compensatory time agreeable off request, such time off shall be charged at an overtime rate of 1.5 hours charged for each 1 hour taken. Compensatory time off may only be taken in 30 minute increments, except upon written approval of the Chief or his designee. Employees assigned to the Department and detective division shall earn 8 hours of non-sellable compensatory time off per month in those months that such employee is on call in the Bargaining Unit memberdetective division. Approval The parties agree that the Chief of Police or his designee shall not deny compensatory time or any request for compensatory time off shall not be unreasonably withheldexcept to maintain safe manpower levels. Compensatory Benefit Time - Employees will continue to earn benefit time off should be requested as far in advance as possible but no later than forty at the rate of eight (48) 8) hours in advancefor each day of benefit time (vacation, floating holidays, personal days, holidays and sick days). When Bargaining Unit members request compensatory time off at least 45 calendar days in advanceIn order to be absent for a day, the employer will, within five (5) working days an employee must utilize 8.5 hours of the request being made, notify appropriate applicable benefit time. Employees may carryover from one calendar year to 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 next vacation of 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 seven8.5 hours.

Compensatory Time. A Bargaining Unit member A. At the request of the employee and with the consent of the COUNTY, an employee may choose to take earn 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 off at the rate of one and one-one half (1 ½1-1/2) hours for each hour of overtime hour worked. Each Bargaining Unit member’s Any compensatory time bank off over forty (40) hours not taken by the first pay period of April and the first pay period of October of each year shall be limited in accumulation paid out. B. In the event the County allows the accrual of Compensation Time per section 7.11 (A) above and subject to a maximum number of two hundred forty (240) hoursongoing consent by the County: 1. Once a Bargaining Unit member has reached Any overtime worked by LCPOA employees to cover Compensation Time leave must be accepted as paid overtime and cannot be accrued as Compensation Time. 2. Any overtime required to cover Compensation Time leave requests must be voluntarily accepted by other qualified employees prior to the maximum hours of compensatory time as compensation for overtime hours worked, all additional leave request being approved. Mandatorily assigned overtime will not be paidutilized to cover Compensation Time leave. 3. The Bargaining Unit member may choose policy to carry over any balance into approve Compensation Time leave requests that result in staffing levels below minimum staffing will be determined by either the following yearSheriff’s Office Division Commanders and by work section; or Youth Services Program Supervisors that allows each section or work unit to facilitate critical operations in a fiscally responsible manner. These levels are considered management rights and shall not be negotiated with bargaining units. 4. Section 9.10 (C) of this Agreement shall not apply for Compensation Time leave requests. Compensation Time leave requests not approved or denied in writing shall not be considered approved. 5. Any balance of compensatory time carried over into the following year shall count towards the two hundred forty (240) hour cap Compensation Time leave request submitted or not approved in that year. Compensatory time off must be taken at a time agreeable writing 72 hours prior to the Department and requested leave time shall be considered denied. 6. It shall be the Bargaining Unit member. Approval for employee’s responsibility requesting Compensation Time to ensure that Compensation Time Leave requests are approved in writing prior to taking the requested Compensation Time leave. C. Any unused accumulated compensatory time off shall not be unreasonably withheld. Compensatory paid out at the 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 advanceof termination, the employer willdeath, 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 transfer 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 sevenanother Department or bargaining unit.

Compensatory Time. A Bargaining Unit member The following provisions shall apply: a. Employees may choose periodically elect to take accrue compensatory time off in lieu of overtime compensation if such choice is indicated during pay. Eligible employees must notify their Department Head or his or her designee of their intention to accrue compensatory time off or to receive overtime pay at least thirty (30) days in advance of the tour change. b. The names of duty those employees electing to accrue compensatory time off shall be placed on a list maintained by the Department. Employees who become eligible (i.e., newly hired employees, employees promoting, demoting, etc.) for compensatory time off in which the accordance with these guidelines must elect to accrue compensatory time or they will be paid for authorized overtime is hours worked. . c. Compensatory time off shall be credited to the Bargaining Unit member and accumulated accrued at the rate of one and one-half (1 ½1-1/2) times the actual authorized overtime hours worked by the employee. d. Employees may not accrue a compensatory time off balance that exceeds one hundred twenty (120) hours for each (i.e., eighty (80) hours at time and one-half). Once the maximum balance has been attained, authorized overtime hour workedhours will be paid at the overtime rate. Each Bargaining Unit member’s If the employee's balance falls below one hundred twenty (120) hours, the employee shall again accrue compensatory time bank off for authorized overtime hours worked until the employee's balance again reaches one hundred twenty (120) hours. e. Accrued compensatory time off shall be limited carried over for use in accumulation to a maximum number of two the next fiscal year; however, as provided in d. above, accrued compensatory time off balances may not exceed one hundred forty twenty (240120) hours. Once a Bargaining Unit member has reached the maximum . f. Employees may not use more than one hundred twenty (120) hours of compensatory time as compensation for overtime hours worked, all additional overtime will be paid. off in any fiscal year period (July 1 - June 30). g. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance use of accrued compensatory time carried over into off shall be by mutual agreement between the following year shall count towards Department Head or his/her designee and the two hundred forty (240) hour cap in that yearemployee. 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 withheldtaken when the employee would be replaced by another employee who would be eligible to receive, for time worked, either overtime payment or compensatory time accruals as provided for in this Section. This provision may be waived at the discretion of the Department Head or his or her designee. h. When an employee promotes, demotes or transfers from one classification eligible for compensatory time off to another classification eligible for compensatory time off within the same department, the employee's accrued compensatory time off balance will be carried forward with the employee. i. Compensatory time accrual balances will be paid off should when an employee moves from one department to another through promotion, demotion or transfer. Said payoff will be requested made in accordance with the provisions and salary of the class from which the employee is promoting, demoting or transferring as far in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request set forth below. j. Since employees accrue compensatory time off at least 45 calendar days in advancethe rate of one and one-half (1-1/2) hours for each hour of authorized overtime worked, accrued compensatory time balances will be paid off at the employer will, within five straight time rate (5two-thirds (2/3) working days of the request being made, notify overtime rate) for the member whether or not his/her request has been approvedemployee's current salary whenever: 1. Approval the employee changes status and is no longer eligible for compensatory time shall not be unreasonably withheldoff; 2. 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 sevenpromotes, demotes or transfers to another department; 3. the employee separates from County service;

Compensatory Time. A Bargaining Unit member 17.8.1 An employee in the bargaining unit may choose have the option to elect to take compensatory time off in lieu of cash compensation for overtime compensation if work or extra work, as defined in Section 17.8. 1.1. Upon mutual agreement between the employee and his/her supervisor, such choice is indicated during elections shall be submitted to the tour of duty District office in which written form within five (5) days following the time the overtime or extra time was worked. 17.8.1.1 Overtime is workeddefined in Section 17.6 of this contract. Extra time is defined as time worked in excess of a part-time employee's regularly scheduled work day but less than eight (8) hours per day. Compensatory time shall be credited to the Bargaining Unit member and accumulated granted at the appropriate rate of one and one-half (1 ½) hours for each overtime hour worked. Each Bargaining Unit member’s compensatory or extra 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. accordance with this Article. 17.8.2 Compensatory time off must earned at the overtime rate shall be taken at a time mutually agreeable to upon between the Department employee and the Bargaining Unit member. Approval for compensatory time off shall not be unreasonably withheldhis/her supervisor. Compensatory time off should shall be requested as far used by the bargaining unit members during the fiscal year in advance as possible but no later than forty eight (48) hours in advancewhich it is earned. When Bargaining Unit members request If the compensatory time off at least 45 calendar days has not been used by June 30 of the fiscal year in advancewhich it was earned, the employer will, within five (5) working days of District shall pay the request being made, notify bargaining unit members for such time at the member whether or not appropriate overtime rate based upon his/her request has been approvedpay rate at the time the overtime was worked. 17.8.2.1 Compensatory time earned at the extra time rate shall be taken at a time mutually agreeable to the employee and the District within thirty (30) days in which it was earned unless employee obtains a specific waiver from the Superintendent and in which case waiver should be granted for pre- scheduled time off. Approval for If the compensatory time shall is not be unreasonably withheld. As soon as taken within the employer notifies the member that his/her request has been approvedfiscal year in which it was earned, and if the employer determines that the shift such time will be filledpaid at the employee's regular rate of pay. 17.8.3 The above Section 17.8 was negotiated to conform with recent changes in the Fair labor Standards Act regarding the use of compensatory time. Should these regulations change during the life of the contract, the employer will post contract may be reopened for negotiations to be solely confined to 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 issue of the beginning use 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 sevencompensatory time.

Compensatory Time. A Bargaining Unit member The following provisions shall apply: a. Employees may choose periodically elect to take accrue compensatory time off in lieu of overtime compensation if such choice is indicated during pay. Eligible employees must notify their Department Head or his or her designee of their intention to accrue compensatory time off or to receive overtime pay at least thirty (30) days in advance of the tour change. b. The names of duty those employees electing to accrue compensatory time off shall be placed on a list maintained by the Department. Employees who become eligible (i.e., newly hired employees, employees promoting, demoting, etc.) for compensatory time off in which the accordance with these guidelines must elect to accrue compensatory time or they will be paid for authorized overtime is hours worked. . c. Compensatory time off shall be credited to the Bargaining Unit member and accumulated accrued at the rate of one and one-half (1 ½1- 1/2) times the actual authorized overtime hours worked by the employee. d. Employees may not accrue a compensatory time off balance that exceeds one hundred twenty (120) hours for each (i.e., eighty (80) hours at time and one- half). Once the maximum balance has been attained, authorized overtime hour workedhours will be paid at the overtime rate. Each Bargaining Unit member’s If the employee's balance falls below one hundred twenty (120) hours, the employee shall again accrue compensatory time bank off for authorized overtime hours worked until the employee's balance again reaches one hundred twenty (120) hours. e. Accrued compensatory time off shall be limited carried over for use in accumulation to a maximum number of two the next fiscal year; however, as provided in D. above, accrued compensatory time off balances may not exceed one hundred forty twenty (240120) hours. Once a Bargaining Unit member has reached the maximum . f. Employees may not use more than one hundred twenty (120) hours of compensatory time as compensation for overtime hours worked, all additional overtime will be paid. off in any fiscal year period (July 1 - June 30). g. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance use of accrued compensatory time carried over into off shall be by mutual agreement between the following year shall count towards Department Head or his/her designee and the two hundred forty (240) hour cap in that yearemployee. 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 withheldtaken when the employee should be replaced by another employee who would be eligible to receive, for time worked, either overtime payment or compensatory time accruals as provided for in this Section. This provision may be waived at the discretion of the Department Head or his or her designee. h. When an employee promotes, demotes or transfers from one classification eligible for compensatory time off to another classification eligible for compensatory time off within the same department, the employee's accrued compensatory time off balance will be carried forward with the employee. i. Compensatory time accrual balances will be paid off should when an employee moves from one department to another through promotion, demotion or transfer. Said payoff will be requested made in accordance with the provisions and salary of the class from which the employee is promoting, demoting or transferring as far set forth in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request j. below. j. Since employees accrue compensatory time off at least 45 calendar days in advancethe rate of one and one-half (1-1/2) hours for each hour of authorized overtime worked, accrued compensatory time balances will be paid off at the employer will, within five straight time rate (5two-thirds (2/3) working days of the request being made, notify overtime rate) for the member whether or not his/her request has been approvedemployee's current salary whenever: 1. Approval the employee changes status and is no longer eligible for compensatory time shall not be unreasonably withheldoff; 2. As soon as the employer notifies employee promotes, demotes or transfers to another department; 3. the member that his/her request has been approved, and if employee separates from County service; 4. 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 employee retires. k. The Office of the beginning of the shift that needs County Auditor-Controller will establish timekeeping procedures 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 sevenadminister this Section.

Compensatory Time. A Bargaining Unit member may choose Subd (a) Purpose The parties recognize that the members of the bargaining unit are supervisory employees and, as such, will frequently have professional responsibilities that will require them to take work a number of hours in a day or days in a week which are more than the traditional work periods for employees who are considered non-exempt under the federal Fair Labor Standards Act. Because public employees are accountable to the public for time spent working and,‌‌ therefore, cannot enjoy the same flexibility in scheduling their work that enjoyed by salaried employees in the private sector, it is appropriate to have a system to document occasional absences from work that reasonably off-set long hours or extra days. Subd (b) Subd (c) Subd (d) Subd (e) Subd (t)‌ Accrual of Compensatory Time An employee becomes eligible to earn compensatory time in lieu of overtime compensation if such choice is indicated when he or she works more than eighty (80) hours during the tour of duty in which the overtime is workeda two-week payroll period. Compensatory time shall be granted for such hours only where such hours were worked for purposes consistent with departmental policy and where the employee obtained the prior approval of his/her supervisor. When compensatory time is granted, the employee shall receive one (1) hour of compensatory time for each hour so worked. Maximum Accrual Accrued compensatory time earned by an employee shall be credited to a compensatory time bank. The maximum allowable balance in 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 for any employee is twenty-four (24024) hours. Once a Bargaining Unit member has reached the maximum hours of No compensatory time as shall be earned or accrued to the extent that it would cause the employee's compensatory bank to exceed twenty-four (24) hours except when approved by the appropriate General Manager and no compensation shall be payable by the Board for overtime hours worked, all additional overtime will such excess hours. An employee shall be paid. The Bargaining Unit member may choose allowed to carry over any balance into an additional eight (8) hours in the following year. Any balance of employee's compensatory time carried over into bank beyond the following year shall count towards the two hundred forty twenty-four (24024) hour cap maximum, provided those eight (8) hours are earned while the employee is working one of the holidays defined in that yearthis Labor Agreement. Liquidation of Compensatory Time Compensatory time off must shall be taken at a time agreeable scheduled and approved in advance. Employees and their supervisors shall diligently work together to the Department and the Bargaining Unit member. Approval for schedule compensatory time off so that employees may make maximum use of their accrued compensatory time without unreasonably disrupting the business of the Board. Assistant Managers of Golf Course, Facility Coordinator Ice Rinks, and Facility Coordinator Edison Ice Rink must reduce their compensatory time bank to zero by the end of the last payroll period in December of the year in which the compensatory time is earned. No Duplication Compensation shall not be unreasonably withheldpaid more than once for the same hours under any provisions of this Agreement. 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 No Severability The terms and conditions of this compensatory time off at least 45 calendar days in advancesystem are the product of collective bargaining and reflect compromises by both parties. If any portion of this Section 11.5 is ruled to be illegal or unenforceable, 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 this entire section shall be null and void and there shall be no compensatory time system unless and until the parties subsequently agree in writing. If this section 11.5 is rendered null and void, either party may request that the parties meet and negotiate regarding compensatory time and such negotiations shall not be unreasonably withheld. As commence 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 sevenpractical.

Compensatory Time. A Bargaining Unit member Overtime (excluding callback and reimbursable overtime) may choose to take be paid in the form of compensatory time off. For mandatory overtime, with less than two (2) week posting/notice, employees will have the option of choosing, for each incident, whether overtime hours worked will be paid or accumulated as compensatory time. Once the comp time or overtime slip is completed, it cannot be modified, except under the following circumstances: • Death of the employee (in lieu this event, payment will be made to the beneficiary); or • Involuntary separation of the employee. Voluntary overtime compensation if such choice is indicated during opportunities will be compensated as offered by the tour Department, but in no event will compensatory time accumulation exceed 60 hours. The Department will not limit the number of duty in which hours an employee can accumulate up to the overtime is workedmaximum of 60. Compensatory time shall will be credited to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½1½) times the 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) worked and will not accumulate beyond 60 hours. Once a Bargaining Unit member has reached the maximum hours Compensatory time can only be requested in no less than 1/4 hour increments. Effective July 1, 2020, employees will not be permitted to utilize more than 180 hour of compensatory time as compensation for overtime hours worked, all additional overtime will be paideach year. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance use of compensatory time carried over into off will be allowed on the following year shall count towards basis of operational requirements and necessity. All time off scheduling will default to compensatory time first unless it would result in the two hundred forty (240) hour cap in that yearloss of accrued vacation leave. Compensatory time off will also be used as a first default when sick is exhausted if not already identified. In the event an employee is denied the use of comp time and such denial is not consistent with provisions of the FLSA, the employee may demand payment of any of their accrued comp time bank. Such demand shall be submitted in the form of a memorandum to the employee’s supervisor who will forward to Payroll for processing. Accumulated compensatory time must be taken at a time agreeable utilized prior to separation from the Department and Department. In the Bargaining Unit member. Approval for compensatory event an employee cannot be scheduled this time off shall not prior to separation, the employee will be unreasonably withheldpaid for accumulated comp time remaining on the books. 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 To request compensatory time off in lieu of overtime, complete the Compensatory Time Request, LVMPD 307 (available as a template and hard copy). To request usage of accumulated compensatory time, complete a leave request in ESS. The use of this procedure does not preclude a supervisor and an employee from mutually agreeing to a shift adjustment to accommodate activities during a work week. A shift adjustment must be made during the same work week and does not require completion of a leave slip or other documentation, unless the use of overtime/comp time is done in conjunction with the shift adjustment. Employees in the Detention Services Division and the Communications Bureau will be entitled to use at least 45 calendar days in advanceone (1) shift within six (6) weeks from earning compensatory time, pursuant to the employer will, within five (5) working days terms below: Use of the request being made, notify the member whether or not his/her request has been approved. Approval for compensatory time shall not leave may only be unreasonably withheld. As soon as the employer notifies the member that his/her request has been approved, and denied 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 use was not requested at least ten (710) calendar days in advance of the beginning use of the shift that needs to leave or, in limited extraordinary circumstances, use can be covereddenied as approved by the bureau commander. The Unless, approved by the supervisor, no more than one employee being mandated will have the lowest number of overtime hours worked and from any section will be notified by a supervisor. In the event the employee being mandated is on an approved allowed to use compensatory leave and cannot be provided sevenunder this provision at any one time.

Compensatory Time. A Bargaining Unit member may choose 14.1 Sergeants and Lieutenants covered under this Agreement, shall be entitled to take accumulate compensatory time, in accordance with the provisions of the Township’s Personnel Policies. Those Sergeants and Lieutenants who have earned compensatory time in lieu excess of overtime compensation if the amount allowed in the Township’s Personnel policies prior to December 31, 1998 shall have that time grand-fathered, however such choice is indicated during the tour of duty in which the overtime is worked. Compensatory time shall be credited used prior to the Bargaining Unit member and utilization of compensatory time earned after January 1, 1999. Utilization of the accumulated at the rate compensatory time may be taken in segments of one eight (8) hours, eight and one-half (1 ½8.5) hours for each overtime or segments of ten (10) hours, depending on whether the employee is on an eight (8) hour, eight and one-half (8.5) hours or a ten (10) hour workedshift, whenever it is reasonably possible to do so without impairing the ability of the Department to provide police services to the community. Each Bargaining Unit member’s The Director of Public Safety, or his or her designee, may authorize the utilization of accumulated compensatory time bank shall be limited in accumulation segments of less than eight (8) hours, eight and one-half (8.5) hours or ten (10) hours whenever the Director of Public Safety determines [a] that the utilization will not impair the ability of the Department to a maximum number of two hundred forty (240) hours. Once a Bargaining Unit member has reached provide police services to the maximum hours of compensatory time as compensation for community and [b] the utilization will not result in 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. expenditures. 14.2 Compensatory time off must may be taken at a time agreeable to accumulated in accordance with the Department and Township’s Personnel Policies, provided that 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 accumulation has been approved. Approval for compensatory time shall not be unreasonably withheld. As soon as approved by 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 Director 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 supervisorPublic Safety or his designee. In the event that compensatory time is not approved, the employee being mandated is on an approved leave will be paid for the time actually worked. 14.3 Accumulated compensatory time may be utilized upon prior written request and canapproval of the Director of Public Safety or his designee. Approval will be based upon the needs of the Department and will not be provided sevengranted in the event there is insufficient staffing or additional cost will be incurred. 14.4 It is recognized that an individual holding the rank of Captain must work on a flexible schedule that requires that individual to work at times beyond the normal schedule. An individual holding the rank of Captain shall be entitled to compensatory time on a straight time basis only. 14.4.1 Compensatory time earned as a Captain shall be used within the time frame defined in the Township’s Personnel Policies. 14.4.2 Whenever an individual is promoted to the rank of Captain, that individual shall retain any compensatory time earned prior to the promotion. That accumulated compensatory time may be used by the Captain in accordance with the provisions of Section 14.1 until none of the accumulated time remains. In the event that the accumulated time earned by the Captain prior to the promotion is not used prior to retirement, the Township shall purchase that accumulated compensatory time by paying to the individual promoted to the rank of Captain the value of that compensatory time, based on the calculated hourly rate of the individual immediately prior to the promotion. 14.5 For employees on eleven and one-half (11.5) hour shift: 14.5.1 Each member shall receive thirteen (13) hours of Compensatory time each year due to the amount of hours worked over two thousand eighty (2080) hours. This will be give at one (1) hour per month with two (2) hours being given in December.

Compensatory Time. A Bargaining Unit member may choose to take compensatory time in lieu of overtime compensation if such choice is indicated during At the tour of duty in which employee's option, the overtime is worked. Compensatory time employee shall be credited to the Bargaining Unit member and accumulated with compensatory time at the appropriate overtime rate (of one and one-half (1 ½) hours for each overtime hour workedor double (2) time) as dictated by this Agreement, in lieu of paid overtime. Each Bargaining Unit member’s Requests to use compensatory time bank submitted on or before March 1 may be trumped by a vacation request submitted before March 1 for the same day. Requests to use compensatory time submitted after March 1 shall be limited in accumulation on equal footing as requests to a maximum number of two hundred forty (240) hours. Once a Bargaining Unit member has reached the maximum hours of compensatory use vacation or other 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 yearoff submitted after March 1. Compensatory time off must be taken at a time agreeable to the Department and the Bargaining Unit member. Approval for compensatory time off shall cannot 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 advancescheduled for July 4, the employer willFriday following Thanksgiving, within five (5) working or days during Summer Celebration. Use 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 withhelddenied and, if denied, the Employer shall advise the employee of the next available opportunity within a reasonable time period when the employee may use such compensatory time, if the employee so chooses. As soon as the employer notifies the member that his/her request has been Once approved, and if compensatory time off will not be rescinded. Compensatory time shall be taken at the employer determines that minimum of one-half (1/2) hour increments. Accumulation of compensatory time shall be replenishable, but shall be limited to one hundred (100) hours. Whenever an employee has reached the shift will be filledmaximum accrual of compensatory time, 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 all overtime hours worked and will shall be notified by a supervisor. In paid at the event appropriate overtime rate, until the employee being mandated is has reduced his compensatory time accrual below the maximum. If the Village eliminates Roll Call Credit Time, the maximum accrual of compensatory time shall be increased to one hundred thirty-two (132) hours, but must be reduced to eighty (80) hours by April 30, or else the compensatory time in excess of eighty (80) hours shall be cashed out at the rate in effect on an approved leave and cannot April 30. Any employee who has more than eighty (80) hours of compensatory time on April 30 shall have such compensatory time reduced to eighty (80) hours by cashing out any compensatory time in excess of eighty (80) hours at the rate in effect on April 30. Upon separation, any unused compensatory time shall be provided sevenpaid at the employee's final regular rate of pay. At any time during the year, the employee may opt to cash out any amount of their accumulated compensatory time. Unused compensatory time shall be carried over from contract year to contract year, subject to the maximum carry-over limit of eighty (80) hours.

Compensatory Time. A Bargaining Unit member When an employee works a hire-back or otherwise earns compensatory time off, he may choose elect to take bank the hours as compensatory time in lieu of overtime receiving monetary compensation if such choice in that pay period. In consideration of the City offering this limited compensatory time, the City and the Union agree, in furtherance of Section 7 (o)(5) of the Fair Labor Standards Act, to place restrictions on the use of compensatory time under circumstances which they agree would constitute an “undue disruption” of the Department’s operations. This banked time may be used to take time off at a future date when the leave calendar might otherwise be full and prevent normal scheduling of time off, or in the case of a personal emergency where time off is indicated during the tour of duty in which the overtime is workedneeded. Effective January 1, 2012, any time accrued and categorized as Compensatory time shall Time, will be credited to the Bargaining Unit member and accumulated transferred into a Hire-Back bank at the rate of one and one-half (1 ½1.5) hours for each overtime per hour worked. Each Bargaining Unit memberThe following procedure shall be followed for utilizing the Hire-Back Bank/Comp Time option: Notice of Banking a Hire-Back: All shift overtime will be placed in the employee’s compensatory Hire-Bank Bank unless they notify the Deputy Chief (or his designee) via email they would like the time worked to be paid on their next check. When working an assignment other than shift work (special events), the employee must notify the Deputy Chief (or his designee) that they elect the time due to go into their Hire-Back Bank. Requesting to Use Hire-Back Bank Time: In order to request Hire-Back Bank time, the employee must at that time, have the equivalent of time and one half of the time requested in the bank. The time must be requested in increments of twelve (12) hours (0700-1900 hours, or 1900-0700 hours) or 24-hours (0700-0700). Hire-Back bank days may be used consecutively; however, they may not cause an individual to exceed ten (10) consecutive shift days off when combined with vacation, ▇▇▇▇▇, and trade time. For advance scheduling of the Hire-Back Bank, employees shall submit an “adjustment to work schedule form” to the Shift Commander. All requests will be recorded with the date and time they are received. An employee must, at a minimum, notify the shift commander one hour prior to the start of their scheduled shift that they will be utilizing their Hire-Back bank. Requests for Hire-Back Bank use on the following holidays shall be denied: New Years Day, Easter, Fourth of July, Thanksgiving, Christmas Eve, Christmas Day, New Years Eve. Unduly Disruptive Days: If a hire-back is necessary to cover the employee’s requested time off, the Shift Commander shall so advise the employee as soon as practical. All Hire-Back and Force Back rules shall apply in order to fill vacancies caused by a Hire-Back Bank Request except as expressly modified by this Article. It is agreed by the parties that the implementation of such Hire-Back and Force Back rules will necessitate additional administrative and operational efforts in order to fill such hire-back slot(s), thus causing undue disruption to the Department’s operation. If a hire-back is necessary to cover the employee’s requested time off, the parties hereto agree that such request cannot be filled within a reasonable period of time without unduly disrupting the operations of the Fire Department. In such case, the employee shall have the following options as illustrated below: 1. To direct the shift commander to forgo the request for time off and requisition payment for 36 hours of banked time (e.g., 24 hours requested at time and a half equals 36-hour reduction in Hire-Back Bank) on the next regular payroll check: 2. To withdraw the request and to resubmit a request for leave at another time that does not cause a hire-back; 3. Take the leave requested; or, If the leave requested causes a hire-back, the scheduled employee taking the leave shall be designated as having taken an “unduly disruptive day” and the scheduled employee’s hire-back bank shall be limited reduced by time and one half for each hour granted off (e.g., 24-hour hire-back at time and a half equals 36 hour reduction in accumulation Hire Back Bank). If no hire-back is required, the request shall be deemed to be not unduly disruptive, and the employee taking the leave shall have his Hire-Back Bank reduced hour for hour (e.g., 24 hours off equals 24 hours’ reduction in Hire Back Bank). If, during the course of a maximum number shift, ▇▇▇▇▇▇▇ falls below the minimum and a hire back is needed (e.g., sickness or injury), the employee using his Hire-Back Bank will not be charged with an Unduly Disruption. In addition, employees will not be charged with an Unduly Disruption if the Deputy Chief, or his designee, raises the minimum ▇▇▇▇▇▇▇ for the day to staff additional vehicles. Overage Costs: The City should incur no additional overtime costs due to Hire-Back Bank usage. As such, when an over run/holdover occurs in Hire-Back Bank usages in increments of two hundred forty less than twenty- four (24024) hours. Once a Bargaining Unit member has reached , the maximum hours of compensatory employee using the Hire-Back Bank time as compensation for overtime hours worked, all additional overtime shall have the following options: The overage time 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 charged to the Department employee using the Hire-Back Bank 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 approvedbalance will be reduced accordingly to credit the employee providing coverage for the Hire-Back Bank usage (e.g., 1.5 hour reduction for each hour of overage). Approval In such cases, the employee’s Hire-Back Bank will be allowed to accrue a negative balance. The Request to Use Hire-Back Bank Time form shall include an agreement which shall authorize the City to withhold from the employee’s compensation any amount needed to reimburse the City for compensatory any Hire-Back Bank time shall not be unreasonably withheld. As soon as that he/she uses prior to being entitled to the employer notifies the member that his/her request has been approved, and time if the employer determines that employee separates from service with 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 supervisorCity. In the event case of overage costs, the requesting and covering employees may mutually agree that the overage time be considered an emergency duty trade subject to approval of the Shift Commander and there will be no additional balance reduction. In the case of overage costs, the employee being mandated using the Hire-Back may submit a written request to the Fire Chief or his designee for both employees to be paid due to extenuating circumstances. Cash Out: If an employee elects to cash in any portion of their Hire-Back bank, a request shall be made the Deputy Chief, or his designee, indicating the amount of accrued hours to be converted to cash. The City may cash out a Hire-Back day if it is on an approved leave and cannot unused after eighteen (18) months. The accrued hours will be provided sevenpaid at the employee’s current regular rate.

Compensatory Time. A Bargaining Unit member An employee may choose accrue up 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 maintain eighty (1 ½80) 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 off in lieu of cash payment. No employee may accrue more than eighty (80) 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. In order to be eligible to earn compensatory time, employees must submit an accurate daily attendance report (DAR) within ten (10) calendar days of the day the compensatory time carried over into the following year shall count towards the two hundred forty was earned including all compensatory time earned on that day. Employees may not submit DAR’s that reflect compensatory time earned on any other day. Accrued compensatory time may be cashed out six (2406) hour cap times each year: February, April, June, August, October, and in that yearDecember. Compensatory Requests to use accrued compensatory time off must be taken at a time agreeable submitted to the Police Department in writing and shall be granted as set forth below. If the Bargaining Unit member. Approval for compensatory time off shall not be unreasonably withheld. Compensatory request, at the time off should be requested as far in advance as possible but no later than forty eight of submission, necessitates the hiring of overtime (48OT) hours in advance. When Bargaining Unit members request to cover its use, and the compensatory time off at least 45 calendar days in advance, the employer will, within five request was submitted more than twenty-four (524) 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 hours in advance of the beginning start of said shift, the Department shall make reasonable efforts to fill the OT shift. This customarily includes, but is not limited to, posting the OT on the Operations Division Roll Call board and/or OT sign-up sheet area and advertising via Department email to the Police Sworn Officers email distribution list. The Sergeant or other Police Administrator receiving the comp time request is responsible for posting the notifications of available OT prior to the end of the shift during which the compensatory time request was received. If the OT is filled by a volunteer, the Department will ▇▇▇▇ it on the schedule and send a confirmatory email to the officer who requested the comp time off. If the OT is not filled at the twenty-four (24) hour ▇▇▇▇ ▇▇▇▇▇ to the start of the requested shift for which compensatory time was submitted, the Department will make reasonable efforts to notify the requesting member that the OT shift has not yet been filled, customarily with a personal phone call or Department email. Acknowledging that the operational needs of the Department may prevent a supervisor from making this notification right at the twenty-four (24) hour ▇▇▇▇, the requesting member will also make reasonable efforts to be coveredcontact the on-duty supervisor at that time and verify the status of the requested shift. Once the requesting member is aware that the OT has not been filled, the responsibility now lies with the requesting officer to either find a volunteer for the OT shift or work the shift him/herself. If the compensatory time off request is submitted less than twenty-four (24) hours before the start of the shift, the responsibility lies with the requesting officer to either find a volunteer for the OT shift or work the shift him/herself. The employee being mandated requesting officer may find a volunteer up to the regularly scheduled start of the requested compensatory time off shift. The requesting officer, upon finding a volunteer, will have notify by personal phone call or Department email, or both, the lowest number on-duty patrol sergeant of overtime hours worked and will be notified by a supervisorthe fulfillment of the OT shift. In the event the employee being mandated is on an approved leave and a volunteer cannot be provided sevenfound by the start of the requested shift, the comp time off request is denied and the requesting officer will be required to work the shift. In the event an officer submits a compensatory time off request that necessitates OT as part of a block of requested PTO or other leave, if the comp time off request(s) generates two (2) or less shifts of OT for the duration of the leave block, the Department will not cancel the request, even if the OT is not voluntarily filled. A block of leave commonly refers to a week of work, or more, bookended by two sets of regularly scheduled days off. The Department will support the compensatory time off request by working to fill the shift. GPOA members will communicate clearly and unambiguously with the Department as to who has volunteered to work the requested compensatory time off shift, if applicable.

Compensatory Time. A Bargaining Unit member When the Employer determines that it is necessary to assign a school safety officer to cover an athletic or other special event that occurs at a time different than the employee's regularly scheduled work hours, this assignment may choose be scheduled in one of the following ways: A. With a minimum of two weeks notice to take compensatory time in lieu of overtime compensation if such choice is indicated during the tour of duty employee, the Employer may reschedule the employee's regularly scheduled work hours within the week or on the day in which the athletic or other special event is scheduled to provide sufficient consecutive work hours to cover the event. Work hours scheduled in this manner shall be paid at the employee's regular hourly rate of pay. B. An employee may be assigned overtime is hours to cover an athletic or other special event. When an employee has been assigned overtime, he/she shall be compensated at one and one-half times his/her regular hourly rate of pay. C. An employee may be assigned overtime hours and upon mutual agreement between the employee and employer may paid in compensatory ("comp") time to cover an athletic or other special event. When an employee has been assigned overtime in this manner, he/she shall earn one and one-half hours off for every hour of overtime he/she worked. Annually, bargaining unit members shall be limited to the number of comp time days/hours they may earn for overtime work in connection with coverage of athletic and other special events. Compensatory time shall be credited used at mutually agreeable time and shall not carry over from year to year. It is the intent of the employer that any used compensatory time not used by the end of the school year shall be paid to the Bargaining Unit member and accumulated at employee in their first paycheck after the rate school year has ended. Use of one and one-half (1 ½) hours for each overtime hour worked. Each Bargaining Unit member’s compensatory time bank shall must have prior approval of the Director or Public Safety, such requests will not be limited in accumulation unreasonably denied. Bargaining unit employees scheduled to a maximum number of two hundred forty (240) hours. Once a Bargaining Unit member has reached the maximum work 38 weeks per year may accumulate up to 40 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 during the following course of the school year. Any balance To earn this time off, 38 week employees must work 26.6 scheduled overtime hours. Bargaining unit employees scheduled to work 52 weeks per year may accumulate up to 60 hours of compensatory time carried over into during the following year shall count towards course of the two hundred forty (240) hour cap in that fiscal year. Compensatory To earn this time off off, 52 week employees must work 40 scheduled overtime hours. No comp time may be taken at a time agreeable to accrued, however, unless 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 central office has approved such accrual in advance. When Bargaining Unit members request compensatory Additionally, all overtime worked for which comp time is to be credited shall be recorded by the employee on his/her daily activity log. Employees wishing to use comp time days off are encouraged to arrange for scheduling time off at least 45 calendar days well in advance, . Arrangements for scheduling comp time days are to be made between the employer will, within employee and the Director of Public Safety All requests must be made a minimum of five (5) working days in advance of taking the time off. The central office shall contact the affected building administrator to confirm the feasibility of the request being madecomp time request, notify and report back to the member whether employee within one (1) working day of receipt of the request. Employees must take comp time days off when students are not in session or on days when school activities are minimal. The employer will allow employees to take accumulated comp time, personal time or vacation respectively during non-instructional days (i.e. spring break, winter break, non-recognized holidays or inclement weather days.), except for mandatory training days as designated by the Director of Public Safety. If instruction is canceled due to inclement weather, school safety officers may use banked comp time with approval of the immediate supervisor or Director of Public Safety. The use of substitute officers to cover absences of employees due to compensation time usage is permitted. However, it is the intent to use substitutes for straight time assignments and not his/her request has been approvedovertime assignments. Approval Employees must accumulate sufficient overtime hours in advance of taking a comp time day off. Comp time days may be taken only in half-day or full-day increments. Employees shall not be permitted to schedule comp time days in conjunction with vacation periods or immediately before and after a paid holiday when school is in session for compensatory students. Comp time shall not be unreasonably withheldused immediately before or after personal leave or sick leave. As soon Fifty-two week a year employees shall be required to schedule at least 2.5 of their accumulated comp time days after the close of school for students in June. These provisions shall not be interpreted as precluding the employer notifies Director of Public Safety from considering requests to use comp time which have been made with less than five (5) days advance notice and/or for periods of less than a half day. Employees are expected to schedule the member that his/her request has been approveduse of all accumulated comp time during the school year in which it was earned unless extreme circumstances intervened. For 38 week a year employees, and if 8 hours accumulated comp time may be carried over to the employer determines that next school year. For 52-week-a-year employees, 16 hours of accumulated comp time may be carried over to the shift will be filled, the employer will post the overtime assignment to cover the member’s requestnext school year. If there are no volunteers the Director of Public Safety concurs that extreme circumstances prevented an employee from scheduling the use of their accumulated comp time days prior to cover this need the above referenced dates, employees may elect to receive a lump sum payout at their regular hourly rate of pay for overtime, and if the employer determines that accumulated comp time hours or convert 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 supervisorinto accumulated sick leave. In the event absence of extreme circumstances, the Employer may direct the employee being mandated is on an approved leave to schedule and cannot be provided sevenuse their accumulated comp time prior to the employee's last scheduled work day as referenced above.

Compensatory Time. A Bargaining Unit member may choose to take a. At the discretion of the District, compensatory time off may be granted 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 pay at the rate of one and one-and-one-half (1 ½1½) hours for each overtime hour worked. Each Bargaining Unit member’s , provided that such time off is taken within the time period allowed by applicable State and Federal law. b. For sworn personnel only, one hundred thirty (130) hours of overtime each annual period beginning July 1 and ending June 30 of the following year, shall be allowed as compensatory time bank shall be limited in accumulation off at the rate of each hour of overtime equaling one and one-half (1½) hours regular time off, provided, however, that employees who do not want compensatory time off may elect to a receive regular overtime pay. The maximum number of two overtime hours which can be earned as compensatory time off shall be one hundred forty thirty (240130) hourshours in any one annual period. Once a Bargaining Unit member has reached Employees shall be allowed to use earned compensatory time off in conjunction with scheduled vacations, holidays, or at other times where such use would not unduly disrupt work schedules. However, the maximum hours District retains the right to schedule the use of compensatory time off so as compensation for overtime hours worked, all additional overtime will be paidnot to interfere with the operation of the work unit. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance Granting and/or scheduling use 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 withhelddone on an arbitrary or discriminatory basis. Compensatory Any compensatory time off should accrued but unused during each annual period shall be requested paid to the employee as far a cash payment (subject to the legally required deductions and not less than the hourly rate at which earned) following the end of each annual period, upon leaving a bargaining unit class, or upon retirement or separation from District employment if earlier. Such cash payment shall be at the hourly rate in advance as possible but no later than forty eight (48) hours effect during the pay period in advancewhich it is paid. When Bargaining Unit members request If the employee promotes out of the bargaining unit, the cash payment will be paid at the rate of the bargaining unit position last occupied. End-of-year cash payments of earned compensatory time off at least 45 calendar days shall be made 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 sevenOctober pay period.

Compensatory Time. A Bargaining Unit member may choose to take The amount of 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 credit earned shall be credited to the Bargaining Unit member and accumulated at the rate of equal one and one-half (1 ½1½) times the amount of actual overtime hours worked, pursuant to the eligibility standards of Section B. of this Article. An employee may, with prior notice to the Appointing Authority, and except as provided for each in Article 34 choose either to receive payment or compensatory time, for all overtime hour hours actually worked. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation , subject to a maximum number accumulation of two hundred forty (240) hours100 hours of compensatory time. Once Overtime credit earned on a Bargaining Unit member has reached particular day may not be split between pay and compensatory time, except once each year to allow the maximum employee to reach the annual 150 hour accrual cap. Subject to the 100-hour cap each fiscal year, an employee may accrue the first 150 hours of compensatory time as compensation for overtime at his/her sole discretion. Thereafter, during the remainder of the fiscal year any such accrual beyond the initial 150 hours worked, all additional overtime will shall only be paidby mutual agreement between the employee and the Employer. The Bargaining Unit member may choose to carry over any balance Compensatory time hours accumulated and not used in a fiscal year shall be carried forward into the following fiscal year. Any The compensatory hours accrued by employees shall not be used in the calculation of the annual leave formula. An employee who wishes to use such compensatory time may do so with the prior approval of the designated supervisor, who shall establish no criteria for such approval other than would be used to respond to an annual leave request. Compensatory time credits shall normally be used before the employee may utilize annual leave. An exception would be made (1) where an employee at the annual leave accrual maximum would thereby be caused to forfeit annual leave accrual; or (2) if the employee has an accumulated annual leave balance of at least 200 hours and wishes to use a block of time of eight or more hours of annual leave; or (3) the employee is using annual leave credits which he/she has notified the Employer will be "bought back", and the Union has confirmed it, but only in accordance with Article 7 of this Agreement. An employee who has accumulated 100 hours of compensatory time carried over into shall only be entitled to payment for any additional overtime worked. Upon separation for any reason which would require payment of annual leave balances, the following year employee 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 paid for all unused compensatory time at base pay rates then in effect. Unused (and unpaid) compensatory time credits of an employee who is separated from state employment, or who transfers to a different appointing authority, shall be paid at the time of such separation or transfer. The rate of payment shall be either the employee's base rate, or the average base rate received by the employee during the last three years of employment, whichever is greater. Unused compensatory time credits of an employee who is laid off shall not be unreasonably withheldpaid in the same manner as annual leave. 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 At the employee's option, the employee may apply to receive payment for unused 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 coveredcredits. The employee being mandated will have shall provide the lowest agency with written notice of the number of overtime hours worked and will for which he/she wishes payment during the first full pay period in September. The maximum number of hours for which the employee may seek payment shall be notified the lesser of 80 hours, the number of compensatory time hours credited to the employee on the date of notice, or the number of compensatory time hours credited to the employee at the time that payment is made. Payment shall be made not later than the end of the first full pay period in the following December. The rate of payment shall be either the employee's base rate of pay at the time of payment, or the average base rate received by a supervisorthe employee during the last three years of employment, whichever is greater. In the event there are not sufficient funds allotted to pay off all the compensatory hours timely applied for, the available funds shall be allocated among requests on the basis of the applicants' seniority. An employee who applies for payment for unused compensatory time credits shall not be eligible to receive overtime pay in the form of compensatory time credits during the fiscal year which begins following the month in which application is made. Payment for unused compensatory time credits shall not be treated as hours worked or hours in pay status for purposes of overtime calculation or any benefit accrual. Compensatory hours for which the employee being mandated is on an approved leave and canhas requested payoff pursuant to the paragraphs above shall not be provided sevenincluded in the annual leave formula. To implement this Subsection, the Department of Corrections and the Department of Health and Human Services will each establish a Department- wide account for FY 08-09, 09-10, 10-11. The amount for each of the fiscal years shall not exceed $100,000 in the Department of Corrections and $5,000 in the Department of Health and Human Services. These appropriations shall be available exclusively for the purpose of funding payments and related FICA and Retirement contributions to Security Unit employees for unused compensatory time credits in accordance with this Subsection. It is the intent of the parties that unspent and unencumbered balances at the end of a fiscal year shall be carried forward only for such use in the subsequent fiscal year, if authorized by the Legislature.

Compensatory Time. A Bargaining Unit member ▇▇▇▇▇▇▇ State University (hereinafter “CSU”) has a standard workweek of forty (40) hours and abides by the provisions of the federal Fair Labor Standards Act (hereafter “FLSA”), as well as Board of Regents (hereinafter “BOR”) policies and procedures. This policy applies to all nonexempt employees who are generally paid on the biweekly payroll cycle. Overtime work shall be authorized for employees who are not exempt from the provisions of the FLSA only when the work is deemed necessary by the supervisor authorized to make such decisions. Supervisors must approve overtime in advance of overtime being worked. Overtime worked will be generally awarded as compensatory time, as one and one-half hours of leave time for one-hour of overtime worked over forty (40) hours in a workweek. Overtime hours may choose to take compensatory time not be carried over the next week in the biweekly pay period for purpose of shift modification. Payment for overtime work will be made in accordance with the FLSA. At CSU, in lieu of payment for approved overtime compensation if such choice is indicated during the tour of duty in which the overtime is worked. Compensatory work, compensatory time shall be credited to the Bargaining Unit member and accumulated granted 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 each hour of overtime worked. Approved compensatory time is subject to a maximum accumulation of sixty (60) hours workedat any one time, all additional overtime which must be recorded in the BOR’s leave accounting system, and must be expended by the end of the succeeding calendar quarter. The determination of FLSA exemption status is made by the CSU Human Resources Department. The order in which an employee will use earned compensatory time will be paidas follows: 1. The Bargaining Unit member Compensatory time must be used prior to the employee using any annual leave and/or sick leave. 2. Annual leave or sick leave may choose not be used prior to carry over any balance into compensatory time being exhausted either within the following yearcalendar quarter which it is earned or the succeeding calendar quarter. Any balance It is a requirement to apply the use of compensatory time to an employee leave situation if compensatory time has been recorded in the leave accounting and timekeeping system. Payment of Compensatory Time and Scheduled Use: 1. Overtime, which is awarded as compensatory time to a nonexempt employee may not be lost. 2. Comp time is accrued at the end of the pay period and has a maximum accumulation of 240 hours. 3. Comp time accruals prior to June may not be carried over into forward to the following year shall count towards the two hundred forty (240) hour cap in that subsequent fiscal year. 4. Compensatory All comp time off accrued prior to June 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 paid out no later than forty eight (48) hours the final bi-weekly pay period in advanceJune of each fiscal year at the employee’s current rate of pay. 5. When Bargaining Unit members request compensatory Unused Compensatory Time balances must be paid out if an employee separates from CSU at the employee’s regular hourly rate of pay since the one and one-half calculation has already been applied with the time off at least 45 calendar days in advance, calculation. 6. Managers should ensure that Compensatory Time balances are used by the employer will, within five (5) working days end of the request being madesucceeding quarter and when possible, 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 prior to cover the memberan employee’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 sevenseparation.

Compensatory Time. A Bargaining Unit member All work performed in excess of the employee’s normal number of hours per day or forty (40) hours per week shall be compensated at the applicable overtime rate. At the employee’s request and with supervisory approval, overtime may choose be converted to take equivalent compensatory time in lieu or a combination of overtime compensation if such choice pay and compensatory time, up to a maximum balance of 240 hours. All compensatory time off shall be scheduled so as to meet the operating requirements of the City, and, as far as practicable, the preference of the employee. Supervisory approval is indicated during the tour required for compensatory time accrual of duty in which the overtime is workedmore than four (4) hours per pay period. Compensatory All compensatory time shall be credited utilized in the year in which it was earned. Employees shall have the option of converting their compensatory time to cash, use as time off (with supervisory approval), or contributed to their deferred compensation plan in accordance with the Bargaining Unit member rules and accumulated guidelines of said plan. All use of compensatory time shall be in compliance with the Fair Labor Standards Act or qualify for its exemptions. Any unused compensatory time will be paid out at the end of the year in which it was earned. A. Call Back – All call backs shall be paid as provided in Section 1.12.080 of the Compensation Plan. As provided in that section, a minimum of two (2) hours shall be paid at the overtime rate by reason of the call back. Additionally, the parties agree that travel time, computed at the rate of one thirty (30) minutes at time and one-half (1 ½) hours for each overtime hour worked. Each Bargaining Unit member’s compensatory time bank the employee's regular salary, shall be limited paid each way to and from work unless the call back immediately precedes the regularly scheduled shift, in accumulation which case the employee will only be paid one way. If such travel time is paid, the combined total of one (1) hour used to a maximum number of compute that travel time shall count toward fulfilling the two hundred forty (2402) hour guarantee set forth above. Nothing in this article shall be interpreted to require employees to stay the full two (2) hours. Once a Bargaining Unit member has reached the maximum hours of compensatory time as compensation for overtime hours worked, all additional overtime Employees will be paid. The Bargaining Unit member may choose expected to carry over any balance into remain on site for thirty (30) minutes to ensure the following year. Any balance restart 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 flare has been approvedachieved. Approval for compensatory time shall not be unreasonably withheld. As soon as the employer notifies the member This will ensure flare stability. B. Fatigue Time – Employees who have worked overtime 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 ends 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 seveneight

Compensatory Time. A Bargaining Unit member Employees may choose periodically elect to take accrue compensatory time off in lieu of overtime compensation if such choice is indicated during pay. Eligible employees must notify CCCERA in advance of the tour of duty in which the intention to accrue compensatory time off rather than receive overtime is worked. pay A. Compensatory time off shall be credited to the Bargaining Unit member and accumulated accrued at the rate of one and one-half (1 ½1-1/2) times the actual authorized overtime hours worked by the employee. B. Employees may not accrue a compensatory time off balance that exceeds one hundred twenty (120) hours for each (i.e., eighty (80) hours at time and one-half). Once the maximum balance has been attained, authorized straight time and overtime hour workedhours will be paid at the applicable straight time or overtime rate. Each Bargaining Unit member’s If the employee's balance falls below one hundred twenty (120) hours, the employee shall again accrue compensatory time bank off for authorized straight time and overtime hours worked until the employee's balance again reaches one hundred twenty (120) hours. C. Accrued compensatory time off shall be limited carried over for use in accumulation to a maximum number of two the next fiscal year; however, as provided in d. above, accrued compensatory time off balances may not exceed one hundred forty twenty (240120) hours. Once a Bargaining Unit member has reached the maximum . D. Employees may not use more than one hundred twenty (120) hours of compensatory time as compensation for overtime hours worked, all additional overtime will be paid. off in any year period (January 1 – December 31). E. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance use of accrued compensatory time carried over into off shall be by mutual agreement between CCCERA and the following year shall count towards the two hundred forty (240) hour cap in that yearemployee. 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 withheldtaken when the employee would be replaced by another employee who would be eligible to receive, for time worked, either overtime payment or compensatory time accruals as provided for in this Section. Compensatory time off should This provision may be requested as far in advance as possible but no later than forty eight (48) hours in advance. waived at the discretion of CCCERA. F. When Bargaining Unit members request an employee promotes, demotes or transfers from one classification eligible for 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 to another classification eligible for compensatory time shall not be unreasonably withheld. As soon as off, the employer notifies the member that his/her request has been approved, and if the employer determines that the shift employee's accrued compensatory time off balance will be filled, carried forward with 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 employee. G. Compensatory time accrual balances will be filled, paid off when an employee moves from one classification eligible for compensatory time off to a mandate to cover classification that is not eligible for compensatory time off. Said payoff will be made in accordance with the shift will occur no less than seven (7) calendar days in advance provisions and salary 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 class from which the employee being mandated is on an approved leave and cannot be provided sevenpromoting, demoting or transferring as set forth below. H. CCCERA will establish timekeeping procedures to administer this Section.