Compensation for Overtime. 9.5.1 All overtime hours, except those overtime hours exceeding twelve (12) hours in one day, shall be compensated at a rate of pay equal to time and one-half the regular rate of pay of the employee. Those overtime hours exceeding twelve (12) in one day shall be compensated at a rate of pay equal to two times the regular pay of the employee.
Compensation for Overtime. Assigned overtime is designated as those hours over the regular hours of work which are requested of the employee by management. Assigned overtime worked shall be paid at the rate of time and one-half (1 1/2).
Compensation for Overtime. Overtime worked shall be compensated for at the rate of time and one- half (1 1/2) in lieu, to be taken at a time mutually agreed upon by the Employer and the employee. Time off will be taken with consideration to the employee's workload.
Compensation for Overtime. Instead of cash payment for overtime, an employee may choose to receive time off at the appropriate overtime rate at a time mutually agreed between the Chief Executive Officer or designate and the employee. Lieu time may be accrued up to a maximum of five (5) days. Any lieu time not taken by December 31st shall be paid or may, with prior approval of the Chief Executive Officer or designate, be carried over until April 30th of the next year. Notwithstanding the foregoing, overtime of one (1) hour or less shall be taken as time off instead of cash payment.
Compensation for Overtime. Compensation is defined as either cash payment or compensatory time off, or a combination of cash payment and compensatory time off, in accordance with the overtime code for the employee's class. Employees shall have their overtime hours computed as follows: Code "N" – (FLSA covered) Employees covered by FLSA are eligible for overtime at time and one-half cash or compensatory time off. All employees – All employees are eligible for a minimum of three (3) hours call-back overtime at time and one-half cash or compensatory time off (4.5 hours). Code "E" – (FLSA Exempt) Employees exempt from FLSA are eligible for overtime at straight cash or compensatory time off. Appendix B of this Agreement sets forth overtime codes for each class. The decision to pay for overtime worked in cash or compensatory time off shall be at the reasonable, justifiable, discretion of the appointing authority. Employees may request in advance their preference for cash or compensatory time off. The appointing authority shall grant the request if it meets the operational and/or funding needs of the Department. The decision of the Appointing Authority or Designee is final. An employee shall not be denied overtime opportunities due to requested preferences made pursuant to this section. The County and the Union shall cooperate to maximize the ability of employee request to be honored. The parties may meet quarterly to review the status of overtime/comp or upon request of the union.
Compensation for Overtime. Employees normally shall be compensated at one and one- half (1½) times their regular (as defined in Article 11.2.2 in this Agreement) rate of pay for hours worked in excess of forty (40) in a week or in excess of their eight (8), nine (9), ten (10) hour, or alternatively scheduled daily shift. Except as provided below, the calculation of time worked for overtime purposes shall include paid leave: holidays, floating holidays, PTO (in accordance with Appendix C to this Agreement, vacation, sick leave and compensatory time used. Overtime will be paid to the nearest quarter hour.
Compensation for Overtime worked on regularly scheduled days off shall be paid at the overtime rate.
Compensation for Overtime. When an employee is required by an authorized official to work beyond forty (40) hours in any calendar week the additional hours will be paid at the overtime rate of one and one half (1½) times the regular rate of pay. Hours worked are those in which an employee is in active pay status.
Compensation for Overtime. 5.7.1 Bargaining unit employees shall be compensated at the rate of one and one-half times their regular hourly rate of pay for all hours worked in excess of eight (8) hours per day or forty (40) hours per week. A bargaining unit employee may request, and his/her immediate supervisor may approve their request, to have compensatory time off in lieu of cash compensation for any overtime worked. Such compensatory time off shall be equivalent with the established rates at the time the overtime was earned. Designated District Office personnel and the immediate supervisor shall be responsible for keeping record of all compensatory time of an employee for the current fiscal year in which it was performed. If the employee does not utilize compensation time during the current fiscal year, the balance will be paid off in the first warrant of the new fiscal year. If the immediate supervisor refuses to approve use of compensatory time as requested by the employee, said employee shall be paid off by warrant within forty-five (45) workdays, except for unusual circumstances. The District reserves the right to utilize non-bargaining unit employees to provide temporary service, as needed, during times of heavy workload when the timely completion of a project is essential and cannot be accomplished by offering overtime to current unit members in the job classification. The District will offer the overtime to unit members in other job classifications who are able to perform the work before employing temporary, non-bargaining unit members.
Compensation for Overtime. 23.5.1 Compensation may be taken in the form of either compensation in addition to regular compensation or as time off. However, the University's overtime compensation policy encourages Members to take time off in lieu of payment at a time that is mutually agreeable to the Member and the department. The Member's agreement to this must be obtained prior to the overtime being scheduled. Members will not be required to take time off during regular working hours to equalize any overtime worked. Once approved, overtime scheduled as time off in lieu cannot be revoked by the manager without the agreement of the Member.
