Common use of Comp Time Clause in Contracts

Comp Time. Compensatory time may be afforded in lieu of overtime pay. Prior to any extra work assignment, the supervisor and employee concerned shall mutually agree as to whether compensatory time or overtime pay will be afforded. No employee will be compelled to work overtime for compensatory time if they choose overtime pay. The use of accumulated compensatory time shall be granted based on the operational needs of the unit. Compensatory time may be accumulated to a maximum of seventy-five (75) hours. Compensatory time is banked until used, paid out at time of separation of service with the Employer, or when moving from a non-FLSA-exempt position to an FLSA-exempt position.

Comp Time. Compensatory time may be afforded in lieu of overtime pay. Prior to any extra work assignment, the supervisor and employee concerned shall mutually agree as to whether compensatory time or overtime pay will be afforded. No employee will be compelled to work overtime for compensatory time if they choose overtime pay. The use of accumulated compensatory time shall be granted based on the operational needs of the unit. Compensatory time may be accumulated to a maximum of seventy-five (75) 75 hours. Compensatory time is banked until used, paid out at time of separation of service with the Employer, or when moving from a non-FLSA-FLSA- exempt position to an FLSA-exempt position.

Comp Time. Compensatory time may be afforded in lieu of overtime pay. Prior to any extra work assignment, the supervisor and employee concerned shall mutually agree as to whether compensatory time or overtime pay will be afforded. No employee will be compelled to work overtime for compensatory time if they choose overtime pay. The use of accumulated compensatory time shall be granted based on the operational needs of the unit. Compensatory time may be accumulated to a maximum of seventy-seventy- five (75) hours. Compensatory time is banked until used, paid out at time of separation of service with the Employer, or when moving from a non-FLSA-exempt position to an FLSA-exempt position.