4050

Overtime and Compensatory Time

 

          Employees who are "non-exempt" under the Fair Labor Standards Act and who work more than 40 hours in a workweek will be paid at the rate of time-and-one-half (1½) times their regular rate of pay for all overtime hours or will be provided compensatory time.  All overtime must be approved in advance by the employee's supervisor.  Scheduled holidays, vacation days, time off for jury duty, and time off for sickness, emergencies or other personal reasons will not be considered hours worked for overtime purposes. 

 

          The district may grant compensatory time in lieu of overtime pay at a rate of one and one-half (1½) hours off for each hour of overtime the employee worked.  Employees may accrue a maximum of 240 hours of compensatory time, which represents 160 hours of actual overtime worked.  When an employee has accrued 240 hours of compensatory time, the district shall pay him/her at the rate of one and one-half (1½) times his/her regular rate of pay for each additional hour of overtime.  An employee who asks to use compensatory time shall be permitted to use it within a reasonable period after the request if its use does not unduly disrupt the district’s operations.

                                     

          Upon termination of employment, an employee shall be paid for unused compensatory time at a rate of compensation not less than: (1) the average regular hourly rate paid to the employee during the last three years of his/her employment, or (2) the final regular hourly rate paid to the employee, whichever is higher. 

 

          Payment for unused compensatory time shall be at the employee’s regular rate of pay for each hour of compensatory time, not one and one-half (1½) times the regular rate of pay.

 

Adopted on: September 12, 2011

Revised on: _______________

Reviewed on: March 10, 2014

Reviewed on March 13, 2016