Overtime Work and Compensatory Time Off Sample Clauses

Overtime Work and Compensatory Time Off. A non-exempt staff member may request overtime payment or compensatory time off for hours worked in excess of his/her work week. The University retains the option of paying non-exempt staff members overtime or granting compensatory time off as provided for in the Fair Labor Standards Act (F.L.S.A.) for public employment. Compensatory time off for exempt staff members shall be in accord with current University policy. Bargaining unit employees may be permitted to take at least two(2) compensatory days per month, provided that the employer approves of said request within its sole discretion, and based upon its operational needs.
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Overtime Work and Compensatory Time Off. A non-exempt staff member may request overtime payment or compensatory time off for hours worked in excess of his/her work week. The University retains the option of paying non-exempt staff members overtime or granting compensatory time off as provided for in the Fair Labor Standards Act (F.L.S.A.) for public employment. Compensatory time off for exempt staff members shall be in accord with current University policy. Bargaining unit employees may be permitted to take at least two (2) compensatory days per month, provided that the employer approves of said request within its sole discretion, and based upon its operational needs. Employees who are regularly scheduled to be on call to respond to mental health and other emergencies shall receive one (1) hour of compensatory time for every ten (10) hours they are required to be on call.
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Overtime Work and Compensatory Time Off. A non-exempt supervisor may request overtime payment or compensatory time off for hours worked in excess of his/her work week. University Hospital retains the option of paying non-exempt supervisors’ overtime or granting compensatory time off as provided for in the Fair Labor Standards Act (FLSA) for public employment. Compensatory time off for exempt staff members shall be in accord with existing practice. For exempt supervisors • Who work a “full day” beyond his/her regular work week shall be granted a compensatory day, for said day provided that the supervisor notifies his/her manager in writing of the operational necessity, to work beyond his/her regular work week, and receives the manager’s prior approval to do so. • “Full day” shall be defined as the superviosr’s regular daily hours of work. Compensatory day may not be earned fractionally. • Request for use of earned compensatory time must be in writing to department management, when possible, with one (1) week notice prior to being used. Use of all compensatory time must be approved by management. • Earned compensatory day(s) must be used prior to vacation days and float days and by the end of the quarter following the quarter in which they are earned. If earned compensatory days(s) are denied, supervisor may request in writing an extension into the next quarter. If a supervisor has been unable to use earned compensatory day(s), they may request in writing to extend to the next quarter. • It is the supervisor’s responsibility to track and assure that earned compensatory day(s) off is(are) requested in writing to department management. • Requests to use compensatory day(s) off shall not be unreasonably denied. • Departments will monitor and approve compensatory day(s) off based on operational needs. Supervisors may be permitted to take at least two (2) compensatory days per month, provided that thedepartment approves of said request within its sole discretion, and based uponits operational needs. Supervisors must use earned compensatory day(s) or time by the end of the quarter following the quarter in which they are earned, prior to vacation days and float days. It is the supervisor’s responsibility to track and assure that earned compensatory day(s) or time off is (are) requested in writing to department management when possible one(1)week prior to being used. Requests to use compensatory day(s) ortime off shall not be unreasonably denied. If earned compensatory day(s) or time is (are) denied, super...
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Overtime Work and Compensatory Time Off. (a) When the accomplishment of the Court’s mission requires, employees may be required to work beyond the normal duty hours established for the office. (b) For all hours worked in excess of eight hours in a day or forty hours in a workweek, a non- exempt employee will be paid in cash at one and one-half times the employee’s regular rate of pay for that workweek in accordance with the Fair Labor Standards Act. Provided the employee has not exceeded the maximum compensatory time off balance (240 hours), the employee may elect instead to be paid for overtime work in compensatory time off at the overtime rate. All compensatory time off must be used within twelve months of the date accrued, and any compensatory time off remaining after twelve months will be paid in cash at the regular rate. Compensatory time off will be paid in cash upon separation of employment. (c) Absent a written agreement with the Court, Research Attorneys shall not telecommute.
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Overtime Work and Compensatory Time Off. ‌ (a) When the accomplishment of the Court’s mission requires, employees may be required to work beyond the normal duty hours established for the office. (b) For all hours worked in excess of eight hours in a day or forty hours in a workweek, a non- exempt employee will be paid in cash at one and one-half times the employee’s regular rate of pay for that workweek in accordance with the Fair Labor Standards Act. Provided the employee has not exceeded the maximum compensatory time off balance (240 hours), the employee may elect instead to be paid for overtime work in compensatory time off at the overtime rate. All compensatory time off must be used within twelve months of the date accrued, and any compensatory time off remaining after twelve months will be paid in cash at the regular rate. Compensatory time off will be paid in cash upon separation of employment. (c) It is the intent of the Court to establish reasonable work schedules for Court Reporters that best meet the needs of the departments to which they are assigned. Court Reporters are required to report to their supervisor upon completion of their courtroom assignments so that the supervisor is aware of their availability for reassignments. Standing agreements with the supervisor can fulfill this requirement. This is to ensure adequate coverage.
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Related to Overtime Work and Compensatory Time Off

  • Overtime/Compensatory Time A. Employees working assigned, pre-approved time in excess of forty (40) hours per week shall be given either overtime pay or compensatory time at the rate of one and one-half times the employee’s regular rate of pay. The name of the supervisor authorized to approve overtime assignments shall be posted in each building. The employee may elect to take either overtime pay or compensatory time off. Holidays, sick leave, personal days, or vacation days shall be included as regular time for purposes of computing overtime. In the event overtime is required, the Assistant Superintendent or his/her designee shall solicit volunteers to fill the overtime positions. In the event no volunteers are available or the volunteers available are unqualified in the opinion of the Assistant Superintendent or designee, overtime may be assigned. Overtime assignments will be made on a rotational basis at each work site to employees who normally do the work assigned. Reasonable advance notice will be given to employees assigned overtime. An employee shall not be called in for snow removal duty sooner than 8 hours following the conclusion of his/her regular shift or any other work performed for the District. B. Only forty-five (45) hours of compensatory time can be earned in a contract year. Use of compensatory time must be approved by the employee’s immediate supervisor. Compensatory time earned must be used during the contract year in which it is earned or cashed in for pay at the rate in effect for the employee at the time the employee receives such payment. Employees who have accumulated more than forty (40) hours of compensatory time at the time of execution of this Agreement shall retain all such accumulated time, provided, however, that such employees shall not be allowed to use more than forty (40) hours in any contract year. All compensatory time must be submitted on a timesheet. C. All overtime worked must be submitted on a timesheet to the building principal in accordance with business office procedures for processing payroll. Requests for use of compensatory time off shall be submitted in writing to the building principal in accordance with business office procedures for processing payroll. ▇. ▇▇ employee called in to work on his/her day off will be paid for a minimum of two (2) hours at the appropriate rate. E. The decision to assign overtime will not be based upon an employee’s preference for either compensatory time or overtime pay. F. In the event an employee’s regular permanent assignment requires the performance of duties in more than one job classification, the overtime rate to be used to calculate compensation for the employee for the overtime work shall be the rate of the classification which caused the employee to work such overtime hours.

  • Overtime and Compensatory Time Overtime work shall be compensated as follows: A. Hours in an active pay status in excess of forty (40) hours in any calendar week shall be compensated at the rate of one and one-half (1 1/2) times the total rate of pay, as defined by Section 43.01, for each hour of such time. Total rate of pay includes the base rate plus longevity, all applicable supplements, and shift differential where applicable. B. An 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 1/2) basis. C. The maximum accrual of compensatory time shall be two hundred forty (240) hours and compensatory time must be taken within one (1) year of its being earned. D. When the maximum hours of compensatory time accrual is rendered, payment for overtime work shall be made in cash. Compensatory time not taken within one (1) year shall be paid in cash to a maximum of eighty (80) hours in any pay period. E. Compensatory time is not available for use until it appears on the employee’s earnings statement and on the date the funds are made available. F. Upon termination of employment, an employee shall be paid for unused compensatory time at a rate which is the higher of: 1. The final total rate received by the employee, or 2. The average total rate received by the employee during the last three (3) years of employment. For the 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 and personal leave. Sick leave and any leave used in lieu of sick leave shall not be considered as active pay status for purposes of this Article. Compensatory time requests must be submitted in writing twenty-four (24) hours in advance of the anticipated time off, unless the need for time off is of an emergency nature.

  • Compensatory Time Off Utilization of compensatory time off shall be by mutual agreement between the department head and the employee. The smallest increment of compensatory time which may be taken off is six (6) minutes.

  • Compensatory Time for Overtime Eligible Employees ‌ A. Compensatory Time Eligibility

  • Overtime Compensation 1. Except as provided in this section, Grantee will be responsible for any obligations of premium overtime pay due employees. Premium overtime pay is defined as any compensation paid to an individual in addition to the employee’s normal rate of pay for hours worked in excess of normal working hours. 2. Funds provided under this Contract may be used to pay the premium portion of overtime only under the following conditions: i. With the prior written approval of System Agency; ii. Temporarily, in the case of an emergency or an occasional operational bottleneck; iii. When employees are performing indirect functions, such as administration, maintenance, or accounting; iv. In performance of tests, laboratory procedures, or similar operations that are continuous in nature and cannot reasonably be interrupted or otherwise completed; or v. When lower overall cost to System Agency will result.