(A) No hourly employee shall work past his or her normal schedule without supervisor’s approval. It is the policy of the county to grant compensatory time off based on FLSA standards at the rate of one and one-half hours for each hour actually worked beyond the 40 hours in one work week. At the county’s option, the employee may be paid at one and one-half times his or her regular rate for the hours worked in excess of 40 hours if it is considered by the county to be in its best interest to do so rather than grant compensatory leave. This action will be approved by the County Manager or his/her designee. Supervisors have the authority to adjust weekly schedules to reduce overtime payments or compensation time liabilities. It is the supervisor’s responsibility to ensure that employees have the opportunity to use earned compensatory time. If employees are assigned schedules based on the law enforcement/Fire Protection exemption allowed by the Fair Labor Standards Act, overtime payments would be calculated based on that schedule according to the FLSA.
(B) All compensatory time requests for leave will be allowed within a reasonable time as long as the request does not unduly disrupt the operations of the department. It is the supervisor’s responsibility to manage the use of compensatory time. Employees will be paid for unused FLSA required banked compensatory time either at the time of a change in position to exempt status or termination of employment.
(C) Exempt (salaried) employees have no right to compensatory leave, but weekly work schedules may be adjusted if agreeable to the employee and department directors and/or supervisor.
(‘77 Code, § 13-54) (Ord. 1584, passed 9-17-84; Am. Ord. 586, passed 4-21-85; Am. Ord. 5288, passed 10-17-88; Am. Ord. 5308, passed 9-2-08; Am. Ord. 1214, passed 5-5-14; Am. Ord. 4015, passed 11-2-15; Am. Ord. 3217, passed 6-19-17; Am. Ord. 3918, passed 8-20-18)