Common use of Overtime and Compensatory Time Clause in Contracts

Overtime and Compensatory Time. Because of the unique nature of the duties and emergency response obligations of members of this unit, management reserves the right to assign employees to work overtime as needed. 1. Any member who is in active pay status more than forty (40) hours in one week shall be paid one and one-half (1.5) times his/her regular rate of pay plus shift differential if ordinarily paid for all time over forty (40) hours in active pay status. All overtime must be authorized by an administrative authority. Schedules will not be changed solely to avoid the payment of overtime. 2. The employee may elect to take compensatory time off in lieu of cash overtime payment for hours in an active pay status more than forty (40) hours in any calendar week Such compensatory time shall be granted on a time and one-half (1.5) basis. A bargaining unit member shall be paid for unused compensatory time only upon termination of employment and under the terms of paragraph 8, hereunder. (The Employer shall not substitute compensatory time in lieu of cash payment should the maximum accrual for compensatory time allowed by the Fair Labor Standards Act as amended be reached.) 3. The employee may choose to accrue compensatory time to a maximum of 480 hours (i.e., 320 hours at time and one-half). Effective at the beginning of the pay period that includes December 1, 2020, the employee may choose to accrue compensatory time only to a maximum of 360 hours (i.e., 240 hours at time and one-half). Any compensatory time in the employee’s balance as of the pay period that includes December 1, 2020, that exceeds 360 hours will be converted to cash. 4. When the maximum hours of compensatory time accrual is rendered, payment for overtime work must be made in cash. 5. Upon termination of employment, an employee shall be paid for unused compensatory time at the rate which is the higher of: a. the final regular rate of pay received by the employee or b. the average regular rate of pay received by the employee during the last three (3) years of employment. 6. Compensatory time may not be used for the purpose of pyramiding overtime. 7. For purposes of this Article, active pay status is defined as the conditions under which an employee is eligible to receive pay, and includes, but is not limited to, vacation leave, personal leave, bereavement leave and administrative leave. Sick leave or any leave used in lieu of sick leave shall not be considered as active pay status for purposes of this Article. Holidays observed on a scheduled work day will be considered as active pay in the computation of hours for overtime purposes. 8. Compensatory time off shall be granted at the discretion of the Employer in accordance with the operational requirements of the facility. If such use is denied, the compensatory time requested shall be paid to the employee, at his/her option, to a maximum of eighty (80) hours in any pay period. Within the Department of Natural Resources, denials of compensatory time requests based on staffing demands, during peak season requirements, may constitute undue disruption in the affected work location. Such peak times are incorporated in Appendix F. Compensatory time is not available for use until it appears on the employee’s earnings statement. 9. Requests for compensatory time off may be submitted within twenty-four (24) hours in advance of the anticipated time off. Such request shall be given every reasonable consideration. All requests must be followed up by a request in writing submitted at a reasonable time after the initial request.

Overtime and Compensatory Time. Because of the unique nature of the duties and emergency response obligations of members of this unit, management reserves the right to assign employees to work overtime as needed. 1. Any member who is in active pay status more than forty (40) hours in one week shall be paid one and one-half (1.5) times his/her regular rate of pay plus shift differential if ordinarily paid for all time over forty (40) hours in active pay status. All overtime must be authorized by an administrative authority. Schedules will not be changed solely to avoid the payment of overtime. 2. The employee may elect to take compensatory time off in lieu of cash overtime payment for hours in an active pay status more than forty (40) hours in any calendar week week. Such compensatory time shall be granted on a time and one-half (1.5) basis. A bargaining unit member shall be paid for unused compensatory time only upon termination of employment and under the terms of paragraph 8, hereunder. (The Employer shall not substitute compensatory time in lieu of cash payment should the maximum accrual for compensatory time allowed by the Fair Labor Standards Act as amended be reached.) 3. The employee may choose to accrue compensatory time to a maximum of 480 hours (i.e., 320 hours at time and one-half). Effective at the beginning of the pay period that includes December 1, 2020, the employee may choose to accrue compensatory time only to a maximum of 360 hours (i.e., 240 hours at time and one-half). Any compensatory time in the employee’s balance as of the pay period that includes December 1, 2020, that exceeds 360 hours will be converted to cash. 4. When the maximum hours of compensatory time accrual is rendered, payment for overtime work must be made in cash. 5. Upon termination of employment, an employee shall be paid for unused compensatory time at the rate which is the higher of: a. the final regular rate of pay received by the employee or b. the average regular rate of pay received by the employee during the last three (3) years of employment. 6. Compensatory time may not be used for the purpose of pyramiding overtime. 7. For purposes of this Article, active pay status is defined as the conditions under which an employee is eligible to receive pay, and includes, but is not limited to, vacation leave, personal leave, bereavement leave and administrative leave. Sick leave or any leave used in lieu of sick leave shall not be considered as active pay status for purposes of this Article. Holidays observed on a scheduled work day will be considered as active pay in the computation of hours for overtime purposes. 8. Compensatory time off shall be granted at the discretion of the Employer in accordance with the operational requirements of the facility. If such use is denied, the compensatory time requested shall be paid to the employee, at his/her option, to a maximum of eighty (80) hours in any pay period. Within the Department of Natural Resources, denials of compensatory time requests based on staffing demands, during peak season requirements, may constitute undue disruption in the affected work location. Such peak times are incorporated in Appendix F. Compensatory time is not available for use until it appears on the employee’s earnings statement. 9. Requests for compensatory time off may be submitted within twenty-four (24) hours in advance of the anticipated time off. Such request shall be given every reasonable consideration. All requests must be followed up by a request in writing submitted at a reasonable time after the initial request.

Overtime and Compensatory Time. Because of the unique nature of the duties and emergency response obligations of members of this unit, management reserves the right to assign employees to work overtime as needed. 1. Any member who is in active pay status more than forty (40) hours in one week shall be paid one and one-half (1.5) times his/her regular rate of pay plus shift differential if ordinarily paid for all time over forty (40) hours in active pay status. All overtime must be authorized by an administrative authority. Schedules will not be changed solely to avoid the payment of overtime. 2. The employee may elect to take compensatory time off in lieu of cash overtime payment for hours in an active pay status more than forty (40) hours in any calendar week Such compensatory time shall be granted on a time and one-half (1.5) basis. A bargaining unit member shall be paid for unused compensatory time only upon termination of employment and under the terms of paragraph 8, hereunder. (The Employer shall not substitute compensatory time in lieu of cash payment should the maximum accrual for compensatory time allowed by the Fair Labor Standards Act as amended be reached.) 3. The employee may choose to accrue compensatory time to a maximum of 480 hours (i.e., 320 hours at time and one-half). Effective at the beginning of the pay period that includes December 1, 2020, the employee may choose to accrue compensatory time only to a maximum of 360 hours (i.e., 240 hours at time and one-half). Any compensatory time in the employee’s balance as of the pay period that includes December 1, 2020, that exceeds 360 hours will be converted to cash. 4. When the maximum hours of compensatory time accrual is rendered, payment for overtime work must be made in cash. 5. Upon termination of employment, an employee shall be paid for unused compensatory time at the rate which is the higher of: a. the final regular rate of pay received by the employee or b. the average regular rate of pay received by the employee during the last three (3) years of employment. 6. Compensatory time may not be used for the purpose of pyramiding overtime. 7. For purposes of this Article, active pay status is defined as the conditions under which an employee is eligible to receive pay, and includes, but is not limited to, vacation leave, personal leave, bereavement leave and administrative leave. Sick leave or any leave used in lieu of sick leave shall not be considered as active pay status for purposes of this Article. Holidays observed on a scheduled work day will be considered as active pay in the computation of hours for overtime purposes. 8. Compensatory time off shall be granted at the discretion of the Employer in accordance with the operational requirements of the facility. If such use is denied, the compensatory time requested shall be paid to the employee, at his/her option, to a maximum of eighty (80) hours in any pay period. Within the Department of Natural Resources, denials of compensatory time requests based on staffing demands, during peak season requirements, may constitute undue disruption in the affected work location. Such peak times are incorporated in Appendix F. Compensatory time is not available for use until it appears on the employee’s earnings statement. 9. Requests for compensatory time off may be submitted within twenty-four (24) hours in advance of the anticipated time off. Such request shall be given every reasonable consideration. All requests must be followed up by a request in writing submitted at a reasonable time after the initial request.

Overtime and Compensatory Time. Because of the unique nature of the duties and emergency response obligations of members of this unit, management reserves the right to assign employees to work overtime as needed. 1. Any member who is in active pay status more than forty (40) hours in one week shall be paid one and one-half (1.5) times his/her regular rate of pay plus shift differential if ordinarily paid for all time over forty (40) hours in active pay status. All overtime must be authorized by an administrative authority. Schedules will not be changed solely to avoid the payment of overtime. 2. The employee may elect to take compensatory time off in lieu of cash overtime payment for hours in an active pay status more than forty (40) hours in any calendar week week. Such compensatory time shall be granted on a time and one-half (1.5) basis. A bargaining unit member shall be paid for unused compensatory time only upon termination of employment and under the terms of paragraph 8, hereunder. (The Employer shall not substitute compensatory time in lieu of cash payment should the maximum accrual for compensatory time allowed by the Fair Labor Standards Act as amended be reached.) 3. The employee may choose to accrue compensatory time to a maximum of 480 hours (i.e., 320 hours at time and one-one- half). Effective at the beginning of the pay period that includes December 1, 2020, the employee may choose to accrue compensatory time only to a maximum of 360 hours (i.e., 240 hours at time and one-half). Any compensatory time in the employee’s balance as of the pay period that includes December 1, 2020, that exceeds 360 hours will be converted to cash. 4. When the maximum hours of compensatory time accrual is rendered, payment for overtime work must be made in cash. 5. Upon termination of employment, an employee shall be paid for unused compensatory time at the rate which is the higher of: a. the final regular rate of pay received by the employee or b. the average regular rate of pay received by the employee during the last three (3) years of employment. 6. Compensatory time may not be used for the purpose of pyramiding overtime. 7. For purposes of this Article, active pay status is defined as the conditions under which an employee is eligible to receive pay, and includes, but is not limited to, vacation leave, personal leave, bereavement leave and administrative leave. Sick leave or any leave used in lieu of sick leave shall not be considered as active pay status for purposes of this Article. Holidays observed on a scheduled work day will be considered as active pay in the computation of hours for overtime purposes. 8. Compensatory time off shall be granted at the discretion of the Employer in accordance with the operational requirements of the facility. If such use is denied, the compensatory time requested shall be paid to the employee, at his/her optionoption , to a maximum of eighty (80) hours in any pay period. Within the Department of Natural Resources, denials of compensatory time requests based on staffing demands, during peak season requirements, may constitute undue disruption in the affected work location. Such peak times are incorporated in Appendix F. Compensatory time is not available for use until it appears on the employee’s earnings statement.F. 9. Requests for compensatory time off may be submitted within twenty-four (24) hours in advance of the anticipated time off. Such request shall be given every reasonable consideration. All requests must be followed up by a request in writing submitted at a reasonable time after the initial request.

Overtime and Compensatory Time. Because of the unique nature of the duties and emergency response obligations of members of this unit, management reserves the right to assign employees to work overtime as needed. 1. Any member who is in active pay status more than forty (40) hours in one week shall be paid one and one-half (1.5) times his/her regular rate of pay plus shift differential if ordinarily paid for all time over forty (40) hours in active pay status. All overtime must be authorized by an administrative authority. Schedules will not be changed solely to avoid the payment of overtime. 2. The employee may elect to take compensatory time off in lieu of cash overtime payment for hours in an active pay status more than forty (40) hours in any calendar week week. Such compensatory time shall be granted on a time and one-half (1.5) basis. A bargaining unit member shall be paid for unused compensatory time only upon termination of employment and under the terms of paragraph 8, hereunder. (The Employer shall not substitute compensatory time in lieu of cash payment should the maximum accrual for compensatory time allowed by the Fair Labor Standards Act as amended be reached.) 3. The employee may choose to accrue compensatory time to a maximum of 480 hours (i.e., 320 hours at time and one-half). Effective at the beginning of the pay period that includes December 1, 2020Explanation: In 2001, the employee may choose to accrue maximum accrual for compensatory time only was set at 480 hours, in accordance with the Fair Labor Standards Act. New language clarifies that it is the employee‟s choice how to receive payment for overtime hours, either payment in cash or accrual of comp time hours up to a maximum of 360 hours (i.e., 240 hours at time and one-half). Any compensatory time in the employee’s balance as of the pay period that includes December 1, 2020, that exceeds 360 hours will be converted to cash480 hours. 4. When the maximum hours of compensatory time accrual is rendered, payment for overtime work must be made in cash. 5. Upon termination of employment, an employee shall be paid for unused compensatory time at the rate which is the higher of: a. the final regular rate of pay received by the employee or b. the average regular rate of pay received by the employee during the last three (3) years of employment. 6. Compensatory time may not be used for the purpose of pyramiding overtime. 7. For purposes of this Article, active pay status is defined as the conditions under which an employee is eligible to receive pay, and includes, but is not limited to, vacation leave, personal leave, bereavement leave and administrative leave. Sick leave or any leave used in lieu of sick leave shall not be considered as active pay status for purposes of this Article. Holidays observed on a scheduled work day will be considered as active pay in the computation of hours for overtime purposes. 8. Compensatory time off shall be granted at the discretion of the Employer in accordance with the operational requirements of the facility. If such use is denied, the compensatory time requested shall be paid to the employee, at his/her option, to a maximum of eighty (80) hours in any pay period. Within the Department of Natural Resources, denials of compensatory time requests based on staffing demands, during peak season requirements, may constitute undue disruption in the affected work location. Such peak times are incorporated in Appendix F. Compensatory time is not available for use until it appears on the employee’s employee‟s earnings statement. Explanation: Language agreed to by the parties clearly sets forth that not only sick leave but also any leave used in lieu of sick leave is not counted as active pay status. In addition compensatory time is not available for use until it appears on the employee‟s earnings statement. The separate “holiday time bank” was eliminated in 2001. Also, language in #8, clarified that requests to use accrued compensatory time may be denied; and permits the employee to elect payment for denied requests, up to 80 hours per pay period. The parties agree that within the Department of Natural Resources (ODNR), denials may be based upon peak season staffing requirements. Appendix F identifies ODNR peak times. Instructions: Payroll officers must develop a process to clearly identify leave used “in lieu of sick leave,” so it is not included in the compilation of overtime as active pay status. The change regarding the availability of compensatory time was required by OAKS programming. The new language will most likely affect the “earn and burn” employees. 9. Requests for compensatory time off may be submitted within twenty-four (24) hours in advance of the anticipated time off. Such request shall be given every reasonable consideration. All requests must be followed up by a request in writing submitted at a reasonable time after the initial request.

Overtime and Compensatory Time. Because of the unique nature of the duties and emergency response obligations of members of this unit, management reserves the right to assign employees to work overtime as needed. 1. Any member who is in active pay status more than forty (40) hours in one week shall be paid one and one-half (1.5) times his/her regular rate of pay plus shift differential if ordinarily paid for all time over forty (40) hours in active pay status. All overtime must be authorized by an administrative authority. Schedules will not be changed solely to avoid the payment of overtime. 2. The employee may elect to take compensatory time off in lieu of cash overtime payment for hours in an active pay status more than forty (40) hours in any calendar week Such compensatory time shall be granted on a time and one-half (1.5) basis. A bargaining unit member shall be paid for unused compensatory time only upon termination of employment and under the terms of paragraph 8, hereunder. (The Employer shall not substitute compensatory time in lieu of cash payment should the maximum accrual for compensatory time allowed by the Fair Labor Standards Act as amended be reached.) 3. The employee may choose to accrue compensatory time to a maximum of 480 hours (i.e., 320 hours at time and one-half). Effective at the beginning of the pay period that includes December 1, 2020, the employee may choose to accrue compensatory time only to a maximum of 360 hours (i.e., 240 hours at time and one-half). Any compensatory c ompensatory time in the employee’s balance as of the pay period that includes December 1, 2020, that exceeds 360 hours will be converted to cash. 4. When the maximum hours of compensatory time accrual is rendered, payment for overtime work must be made in cash. 5. Upon termination of employment, an employee shall be paid for unused compensatory time at the rate which is the higher of: a. the final regular rate of pay received by the employee or b. the average regular rate of pay received by the employee during the last three (3) years of employment. 6. Compensatory time may not be used for the purpose of pyramiding overtime. 7. For purposes of this Article, active pay status is defined as the conditions under which an employee is eligible to receive pay, and includes, but is not limited to, vacation leave, personal leave, bereavement leave and administrative leave. Sick leave or any leave used in lieu of sick leave shall not be considered as active pay status for purposes of this Article. Holidays observed on a scheduled work day will be considered as active pay in the computation of hours for overtime purposes. 8. Compensatory time off shall be granted at the discretion of the Employer in accordance with the operational requirements of the facility. If such use is denied, the compensatory time requested shall be paid to the employee, at his/her option, to a maximum of eighty (80) hours in any pay period. Within the Department of Natural Resources, denials of compensatory time requests based on staffing demands, during peak season requirements, may constitute undue disruption in the affected work location. Such peak times are incorporated in Appendix F. Compensatory time is not available for use until it appears on the employee’s earnings statement. 9. Requests for compensatory time off may be submitted within twenty-four (24) hours in advance of the anticipated time off. Such request shall be given every reasonable consideration. All requests must be followed up by a request in writing submitted at a reasonable time after the initial request.

Overtime and Compensatory Time. Because of the unique nature of the duties and emergency response obligations of members of this unit, management reserves the right to assign employees to work overtime as needed. 1. Any member who is in active pay status more than forty (40) hours in one week shall be paid one and one-half (1.5) times his/her regular rate of pay plus shift differential if ordinarily paid for all time over forty (40) hours in active pay status. All overtime must be authorized by an administrative authority. Schedules will not be changed solely to avoid the payment of overtime. 2. The employee may elect to take compensatory time off in lieu of cash overtime payment for hours in an active pay status more than forty (40) hours in any calendar week Such compensatory time shall be granted on a time and one-half (1.5) basis. A bargaining unit member shall be paid for unused compensatory time only upon termination of employment and under the terms of paragraph 8, hereunder. (The Employer shall not substitute compensatory time in lieu of cash payment should the maximum accrual for compensatory time allowed by the Fair Labor Standards Act as amended be reached.) 3. The employee may choose to accrue compensatory time to a maximum of 480 hours (i.e., 320 hours at time and one-half). Effective at the beginning of the pay period that includes December 1, 2020, the employee may choose to accrue compensatory time only to a maximum of 360 hours (i.e., 240 hours at time and one-one- half). Any compensatory time in the employee’s balance as of the pay period that includes December 1, 2020, that exceeds 360 hours will be converted to cash. 4. When the maximum hours of compensatory time accrual is rendered, payment for overtime work must be made in cash. 5. Upon termination of employment, an employee shall be paid for unused compensatory time at the rate which is the higher of: a. the final regular rate of pay received by the employee or b. the average regular rate of pay received by the employee during the last three (3) years of employment. 6. Compensatory time may not be used for the purpose of pyramiding overtime. 7. For purposes of this Article, active pay status is defined as the conditions under which an employee is eligible to receive pay, and includes, but is not limited to, vacation leave, personal leave, bereavement leave and administrative leave. Sick leave or any leave used in lieu of sick leave shall not be considered as active pay status for purposes of this Article. Holidays observed on a scheduled work day will be considered as active pay in the computation of hours for overtime purposes. 8. Compensatory time off shall be granted at the discretion of the Employer in accordance with the operational requirements of the facility. If such use is denied, the compensatory time requested shall be paid to the employee, at his/her option, to a maximum of eighty (80) hours in any pay period. Within the Department of Natural Resources, denials of compensatory time requests based on staffing demands, during peak season requirements, may constitute undue disruption in the affected work location. Such peak times are incorporated in Appendix F. Compensatory time is not available for use until it appears on the employee’s earnings statement. 9. Requests for compensatory time off may be submitted within twenty-four (24) hours in advance of the anticipated time off. Such request shall be given every reasonable consideration. All requests must be followed up by a request in writing submitted at a reasonable time after the initial request.

Overtime and Compensatory Time. Because of the unique nature of the duties and emergency response obligations of members of this unit, management reserves the right to assign employees to work overtime as needed. 1. Any member who is in active pay status more than forty (40) hours in one week shall be paid one and one-half (1.5) times his/her regular rate of pay plus shift differential if ordinarily paid for all time over forty (40) hours in active pay status. All overtime must be authorized by an administrative authority. Schedules will not be changed solely to avoid the payment of overtime. 2. The employee may elect to take compensatory time off in lieu of cash overtime payment for hours in an active pay status more than forty (40) hours in any calendar week week. Such compensatory time shall be granted on a time and one-half (1.5) basis. A bargaining unit member shall be paid for unused compensatory time only upon termination of employment and under the terms of paragraph 8, hereunder. (The Employer shall not substitute compensatory time in lieu of cash payment should the maximum accrual for compensatory time allowed by the Fair Labor Standards Act as amended be reached.) 3. The employee may choose to accrue compensatory time to a maximum of 480 hours (i.e., 320 hours at time and one-half). Effective at the beginning of the pay period that includes December 1, 2020, the employee may choose to accrue compensatory time only to a maximum of 360 hours (i.e., 240 hours at time and one-half). Any compensatory time in the employee’s balance as of the pay period that includes December 1, 2020, that exceeds 360 hours will be converted to cash. 4. When the maximum hours of compensatory time accrual is rendered, payment for overtime work must be made in cash. 5. Upon termination of employment, an employee shall be paid for unused compensatory time at the rate which is the higher of: a. the final regular rate of pay received by the employee or b. the average regular rate of pay received by the employee during the last three (3) years of employment. 6. Compensatory time may not be used for the purpose of pyramiding overtime. 7. For purposes of this Article, active pay status is defined as the conditions under which an employee is eligible to receive pay, and includes, but is not limited to, vacation leave, personal leave, bereavement leave and administrative leave. Sick leave or any leave used in lieu of sick leave shall not be considered as active pay status for purposes of this Article. Holidays observed on a scheduled work day will be considered as active pay in the computation of hours for overtime purposes. 8. Compensatory time off shall be granted at the discretion of the Employer in accordance with the operational requirements of the facility. If such use is denied, the compensatory time requested shall be paid to the employee, at his/her option, to a maximum of eighty (80) hours in any pay period. Within the Department of Natural Resources, denials of compensatory time requests based on staffing demands, during peak season requirements, may constitute undue disruption in the affected work location. Such peak times are incorporated in Appendix F. Compensatory time is not available for use until it appears on the employee’s employee‟s earnings statement. 9. Requests for compensatory time off may be submitted within twenty-four (24) hours in advance of the anticipated time off. Such request shall be given every reasonable consideration. All requests must be followed up by a request in writing submitted at a reasonable time after the initial request.

Overtime and Compensatory Time. Because of the unique nature of the duties and emergency response obligations of members of this unit, management reserves the right to assign employees to work overtime as needed. 1. Any member who is in active pay status more than forty (40) hours in one week shall be paid one and one-half (1.5) times his/her regular rate of pay plus shift differential if ordinarily paid for all time over forty (40) hours in active pay status. All overtime must be authorized by an administrative authority. Schedules will not be changed solely to avoid the payment of overtime. 2. The employee may elect to take compensatory time off in lieu of cash overtime payment for hours in an active pay status more than forty (40) hours in any calendar week week. Such compensatory time shall be granted on a time and one-half (1.5) basis. A bargaining unit member shall be paid for unused compensatory time only upon termination of employment and under the terms of paragraph 8, hereunder. (The Employer shall not substitute compensatory time in lieu of cash payment should the maximum accrual for compensatory time allowed by the Fair Labor Standards Act as amended be reached.) 3. The employee may choose to accrue compensatory time to a maximum of 480 hours (i.e., 320 hours at time and one-half). Effective at the beginning of the pay period that includes December 1, 2020Explanation: In 2001, the employee may choose to accrue maximum accrual for compensatory time only was set at 480 hours, in accordance with the Fair Labor Standards Act. New language clarifies that it is the employee’s choice how to receive payment for overtime hours, either payment in cash or accrual of comp time hours up to a maximum of 360 hours (i.e., 240 hours at time and one-half). Any compensatory time in the employee’s balance as of the pay period that includes December 1, 2020, that exceeds 360 hours will be converted to cash480 hours. 4. When the maximum hours of compensatory time accrual is rendered, payment for overtime work must be made in cash. 5. Upon termination of employment, an employee shall be paid for unused compensatory time at the rate which is the higher of: a. the final regular rate of pay received by the employee or b. the average regular rate of pay received by the employee during the last three (3) years of employment. 6. Compensatory time may not be used for the purpose of pyramiding overtime. 7. For purposes of this Article, active pay status is defined as the conditions under which an employee is eligible to receive pay, and includes, but is not limited to, vacation leave, personal leave, bereavement leave and administrative leave. Sick leave or any leave used in lieu of sick leave shall not be considered as active pay status for purposes of this Article. Holidays observed on a scheduled work day will be considered as active pay in the computation of hours for overtime purposes. 8. Compensatory time off shall be granted at the discretion of the Employer in accordance with the operational requirements of the facility. If such use is denied, the compensatory time requested shall be paid to the employee, at his/her option, to a maximum of eighty (80) hours in any pay period. Within the Department of Natural Resources, denials of compensatory time requests based on staffing demands, during peak season requirements, may constitute undue disruption in the affected work location. Such peak times are incorporated in Appendix F. Compensatory time is not available for use until it appears on the employee’s earnings statement. 9. Requests for Explanation: Language agreed to by the parties clearly sets forth that not only sick leave but also any leave used in lieu of sick leave is not counted as active pay status. In addition compensatory time off is not available for use until it appears on the employee’s earnings statement. The separate “holiday time bank” was eliminated in 2001. Also, language in #8, clarified that requests to use accrued compensatory time may be submitted denied; and permits the employee to elect payment for denied requests, up to 80 hours per pay period. The parties agree that within twenty-four the Department of Natural Resources (24) hours in advance of the anticipated time offODNR), denials may be based upon peak season staffing requirements. Such request shall be given every reasonable consideration. All requests must be followed up by a request in writing submitted at a reasonable time after the initial requestAppendix F identifies ODNR peak times.

Overtime and Compensatory Time. Because of the unique nature of the duties and emergency response obligations of members of this unit, management reserves the right to assign employees to work overtime as needed. 1. Any member who is in active pay status more than forty (40) hours in one week shall be paid one and one-half (1.5) times his/her regular rate of pay plus shift differential if ordinarily paid for all time over forty (40) hours in active pay status. All overtime must be authorized by an administrative authority. Schedules will not be changed solely to avoid the payment of overtime. 2. The employee may elect to take compensatory time off in lieu of cash overtime payment for hours in an active pay status more than forty (40) hours in any calendar week week. Such compensatory time shall be granted on a time and one-half (1.5) basis. A bargaining unit member shall be paid for unused compensatory time only upon termination of employment and under the terms of paragraph 8, hereunderemployment. (The Employer shall not substitute compensatory time in lieu of cash payment should the maximum accrual for compensatory time allowed by the Fair Labor Standards Act as amended be reached.) 3. The employee may choose to accrue compensatory Compensatory time to a maximum accrued in accordance with this Article shall be maintained separately from hours accrued under the holiday time bank provision in Article 38 of 480 hours (i.e., 320 hours at time and one-half). Effective at the beginning of the pay period that includes December 1, 2020, the employee may choose to accrue compensatory time only to a maximum of 360 hours (i.e., 240 hours at time and one-half). Any compensatory time in the employee’s balance as of the pay period that includes December 1, 2020, that exceeds 360 hours will be converted to cashthis Agreement. 4. The maximum accrual of compensatory time shall be in accordance with provisions of the amended Fair Labor Standards Act of 1938. 5. When the maximum hours of compensatory time accrual is rendered, payment for overtime work must be made in cash. 56. Upon termination of employment, an employee shall be paid for unused compensatory time at the rate which is the higher of: a. the final regular rate of pay received by the employee or b. the average regular rate of pay received by the employee during the last three (3) years of employment. 67. Compensatory time may not be used for the purpose of pyramiding overtime. 78. For purposes of this Article, active pay status is defined as the conditions under which an employee is eligible to receive pay, and includes, but is not limited to, vacation leave, personal leave, bereavement leave and administrative leave. Sick leave or any leave used in lieu of sick leave shall not be considered as active pay status for purposes of this Article. Holidays observed on a scheduled work day will be considered as active pay in the computation of hours for overtime purposes. 89. Compensatory time off shall be granted at the discretion of the Employer in accordance with the operational requirements of the facility. If such use is denied, the compensatory time requested shall be paid to the employee, at his/her option, to a maximum of eighty (80) hours in any pay period. Within the Department of Natural Resources, denials of compensatory time requests based on staffing demands, during peak season requirements, may constitute undue disruption in the affected work location. Such peak times are incorporated in Appendix F. Compensatory time is not available for use until it appears on the employee’s earnings statement. 910. Requests for compensatory time off may be submitted within twenty-four (24) hours in advance of the anticipated time off. Such request shall be given every reasonable consideration. All requests must be followed up by a request in writing submitted at a reasonable time after the initial request.

Overtime and Compensatory Time. Because of the unique nature of the duties and emergency response obligations of members of this unit, management reserves the right to assign employees to work overtime as needed. 1. Any member who is in active pay status more than forty (40) hours in one week shall be paid one and one-half (1.5) times his/her regular rate of pay plus shift differential if ordinarily paid for all time over forty (40) hours in active pay status. All overtime must be authorized by an administrative authority. Schedules will not be changed solely to avoid the payment of overtime. 2. The employee may elect to take compensatory time off in lieu of cash overtime payment for hours in an active pay status more than forty (40) hours in any calendar week week. Such compensatory time shall be granted on a time and one-half (1.5) basis. A bargaining unit member shall be paid for unused compensatory time only upon termination of employment and under the terms of paragraph 8, hereunder. (The Employer shall not substitute compensatory time in lieu of cash payment should the maximum accrual for compensatory time allowed by the Fair Labor Standards Act as amended be reached.) 3. The employee may choose to accrue compensatory time to a maximum of 480 hours (i.e., 320 hours at time and one-half). Effective at the beginning of the pay period that includes December 1, 2020, the employee may choose to accrue compensatory time only to a maximum of 360 hours (i.e., 240 hours at time and one-half). Any compensatory time in the employee’s balance as of the pay period that includes December 1, 2020, that exceeds 360 hours will be converted to cash. 4. When the maximum hours of compensatory time accrual is rendered, payment for overtime work must be made in cash. 5. Upon termination of employment, an employee shall be paid for unused compensatory time at the rate which is the higher of: a. the final regular rate of pay received by the employee or b. the average regular rate of pay received by the employee during the last three (3) years of employment. 6. Compensatory time may not be used for the purpose of pyramiding overtime. 7. For purposes of this Article, active pay status is defined as the conditions under which an employee is eligible to receive pay, and includes, but is not limited to, vacation leave, personal leave, bereavement leave and administrative leave. Sick leave or any leave used in lieu of sick leave shall not be considered as active pay status for purposes of this Article. Holidays observed on a scheduled work day will be considered as active pay in the computation of hours for overtime purposes. 8. Compensatory time off shall be granted at the discretion of the Employer in accordance with the operational requirements of the facility. If such use is denied, the compensatory time requested shall be paid to the employee, at his/her option, to a maximum of eighty (80) hours in any pay period. Within the Department of Natural Resources, denials of compensatory time requests based on staffing demands, during peak season requirements, may constitute undue disruption in the affected work location. Such peak times are incorporated in Appendix F. Compensatory time is not available for use until it appears on the employee’s earnings statement. 9. Requests for compensatory time off may be submitted within twenty-four (24) hours in advance of the anticipated time off. Such request shall be given every reasonable consideration. All requests must be followed up by a request in writing submitted at a reasonable time after the initial request.

Overtime and Compensatory Time. Because of the unique nature of the duties and emergency response obligations of members of this unit, management reserves the right to assign employees to work overtime as needed. 1. Any member who is in active pay status more than forty (40) hours in one week shall be paid one and one-half (1.5) times his/her regular rate of pay plus shift differential if ordinarily paid for all time over forty (40) hours in active pay status. All overtime must be authorized by an administrative authority. Schedules will not be changed solely to avoid the payment of overtime. 2. The employee may elect to take compensatory time off in lieu of cash overtime payment for hours in an active pay status more than forty (40) hours in any calendar week week. Such compensatory time shall be granted on a time and one-half (1.5) basis. A bargaining unit member shall be paid for unused compensatory time only upon termination of employment and under the terms of paragraph 8, hereunder. (The Employer shall not substitute compensatory time in lieu of cash payment should the maximum accrual for compensatory time allowed by the Fair Labor Standards Act as amended be reached.) 3. The employee may choose to accrue compensatory time to a maximum of 480 hours (i.e., 320 hours at time and one-half). Effective at the beginning of the pay period that includes December 1, 2020Explanation: In 2001, the employee may choose to accrue maximum accrual for compensatory time only to a maximum of 360 hours (i.e.was set at 480 hours, 240 hours at time and one-half)in accordance with the Fair Labor Standards Act. Any compensatory time in New language clarifies that it is the employee’s balance as of the pay period that includes December 1, 2020, that exceeds 360 hours will be converted choice how to cash.receive 4. When the maximum hours of compensatory time accrual is rendered, payment for overtime work must be made in cash. 5. Upon termination of employment, an employee shall be paid for unused compensatory time at the rate which is the higher of: a. the final regular rate of pay received by the employee or b. the average regular rate of pay received by the employee during the last three (3) years of employment. 6. Compensatory time may not be used for the purpose of pyramiding overtime. 7. For purposes of this Article, active pay status is defined as the conditions under which an employee is eligible to receive pay, and includes, but is not limited to, vacation leave, personal leave, bereavement leave and administrative leave. Sick leave or any leave used in lieu of sick leave shall not be considered as active pay status for purposes of this Article. Holidays observed on a scheduled work day will be considered as active pay in the computation of hours for overtime purposes. 8. Compensatory time off shall be granted at the discretion of the Employer in accordance with the operational requirements of the facility. If such use is denied, the compensatory time requested shall be paid to the employee, at his/her option, to a maximum of eighty (80) hours in any pay period. Within the Department of Natural Resources, denials of compensatory time requests based on staffing demands, during peak season requirements, may constitute undue disruption in the affected work location. Such peak times are incorporated in Appendix F. Compensatory time is not available for use until it appears on the employee’s earnings statement. 9. Requests for compensatory time off may be submitted within twenty-four (24) hours in advance of the anticipated time off. Such request shall be given every reasonable consideration. All requests must be followed up by a request in writing submitted at a reasonable time after the initial request.