Common use of Compensatory Time Clause in Contracts

Compensatory Time. A Bargaining Unit member may choose to take compensatory time in lieu of overtime compensation if such choice is indicated during the tour of duty in which the overtime is worked. Compensatory time shall be credited to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½) hours for each overtime hour worked. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation to a maximum number of two hundred forty (240) hours. Once a Bargaining Unit member has reached the maximum hours of compensatory time as compensation for overtime hours worked, all additional overtime will be paid. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance of compensatory time carried over into the following year shall count towards the two hundred forty (240) hour cap in that year. Compensatory time off must be taken at a time agreeable to the Department and the Bargaining Unit member. Approval for compensatory time off shall not be unreasonably withheld. Compensatory time off should be requested as far in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request compensatory time off at least 45 calendar days in advance, the employer will, within five (5) working days of the request being made, notify the member whether or not his/her request has been approved. Approval for compensatory time shall not be unreasonably withheld. As soon as the employer notifies the member that his/her request has been approved, and if the employer determines that the shift will be filled, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate to cover the shift will occur no less than seven (7) calendar days in advance of the beginning of the shift that needs to be covered. The employee being mandated will have the lowest number of overtime hours worked and will be notified by a supervisor. In the event the employee being mandated is on an approved leave and cannot be provided seven

Compensatory Time. A Bargaining Unit member may choose to take compensatory time in lieu of overtime compensation if such choice is indicated during the tour of duty in which the overtime is worked. Compensatory time shall be credited to the Bargaining Unit member and accumulated off at the rate of one time and one-half (1 ½) rate will be approved at the member's option as an alternative form of compensation for all departmental overtime but not special duty overtime. If a member requests compensatory time for a special duty assignment the member has worked, the member may receive up to 50% of the hours for each overtime hour worked. Each Bargaining Unit the member worked on the special duty assignment as compensatory time and all remaining hours will be paid at time and one-half of the member’s compensatory time bank shall be limited in accumulation to a maximum number of two hundred forty (240) hours. Once a Bargaining Unit member has reached the maximum hours of compensatory time as compensation for overtime hours worked, all additional overtime will be paid. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance of compensatory time carried over into the following year shall count towards the two hundred forty (240) hour cap in that yearhourly rate. Compensatory time off must be taken at a time agreeable to the Department Division of Police Division and the Bargaining Unit bargaining unit member. Approval for compensatory time off shall not be unreasonably withheldwithheld but a member must provide to their supervisor at least 48 hours notice of their intent to use compensatory time to allow for overtime scheduling. Compensatory Requests for compensatory time off should made with less than 48 hours’ notice may be requested as far in advance as possible approved at the discretion of the supervisor, but no later than forty eight (48) hours in advance. When Bargaining Unit members request compensatory time off at least 45 calendar days in advance, the employer will, within five (5) working days of the request being made, notify the member whether or not his/her request has been approved. Approval for compensatory time shall not be unreasonably withhelddenied simply because the approval of such time off may require another employee to be scheduled to work in an overtime status. As soon as the employer notifies the However, a member that his/her request has been approved, and if the employer determines that the shift will be filled, the employer will post the granted compensatory time off to work a Divisional overtime assignment shall not accumulate additional compensatory time. Bargaining unit members may accrue not more than 240 hours of compensatory time. Any bargaining unit member who has accrued 240 hours of compensatory time shall, for additional overtime hours of work, be paid overtime compensation. Any bargaining unit member who has accrued 240 hours of compensatory time may be mandated to cover take time off as compensatory time at the member’s requestdiscretion of the Chief of Police or his designee. If there are no volunteers compensation is paid to cover this need a bargaining unit member for overtimeaccrued compensatory time, and if such compensation shall be paid at the employer determines that regular rate earned by the shift will bargaining unit member at the time of such payment. A bargaining unit member who has accrued compensatory time shall, upon separation of employment from the University for voluntary or involuntary reasons, including retirement or death, be filled, paid for the unused compensatory time at a mandate to cover the shift will occur no rate of compensation not less than seven (7) calendar days in advance of the beginning of the shift that needs to be covered. The employee being mandated will have the lowest number of overtime hours worked and will be notified by a supervisor. In the event the employee being mandated is on an approved leave and cannot be provided seventhan:

Compensatory Time. A Bargaining Unit member may choose to take compensatory time in lieu of overtime compensation if such choice is indicated during the tour of duty in which the overtime is worked. Compensatory time shall be credited to the Bargaining Unit member and accumulated off at the rate of one time and one-half (1 ½) rate will be approved at the member's option as an alternative form of compensation for all departmental overtime but not special duty overtime. If a member requests compensatory time for a special duty assignment the member has worked, the member may receive up to 50% of the hours for each overtime hour worked. Each Bargaining Unit the member worked on the special duty assignment as compensatory time and all remaining hours will be paid at time and one-half of the member’s compensatory time bank shall be limited in accumulation to a maximum number of two hundred forty (240) hours. Once a Bargaining Unit member has reached the maximum hours of compensatory time as compensation for overtime hours worked, all additional overtime will be paid. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance of compensatory time carried over into the following year shall count towards the two hundred forty (240) hour cap in that yearhourly rate. Compensatory time off must be taken at a time agreeable to the Department Division of Police Division and the Bargaining Unit bargaining unit member. Approval for compensatory time off shall not be unreasonably withheldwithheld but a member must provide to their supervisor at least 48 hours notice of their intent to use compensatory time to allow for overtime scheduling. Compensatory Requests for compensatory time off should made with less than 48 hours’ notice may be requested as far in advance as possible approved at the discretion of the supervisor, but no later than forty eight (48) hours in advance. When Bargaining Unit members request compensatory time off at least 45 calendar days in advance, the employer will, within five (5) working days of the request being made, notify the member whether or not his/her request has been approved. Approval for compensatory time shall not be unreasonably withhelddenied simply because the approval of such time off may require another employee to be scheduled to work in an overtime status. As soon as the employer notifies the However, a member that his/her request has been approved, and if the employer determines that the shift will be filled, the employer will post the granted compensatory time off to work a Divisional overtime assignment shall not accumulate additional compensatory time. Bargaining unit members may accrue not more than 240 hours of compensatory time. Any bargaining unit member who has accrued 240 hours of compensatory time shall, for additional overtime hours of work, be paid overtime compensation. Any bargaining unit member who has accrued 240 hours of compensatory time may be mandated to cover take time off as compensatory time at the member’s requestdiscretion of the Chief of Police or designee. If there are no volunteers compensation is paid to cover this need a bargaining unit member for overtimeaccrued compensatory time, and if such compensation shall be paid at the employer determines that regular rate earned by the shift will bargaining unit member at the time of such payment. A bargaining unit member who has accrued compensatory time shall, upon separation of employment from the University for voluntary or involuntary reasons, including retirement or death, be filled, paid for the unused compensatory time at a mandate to cover the shift will occur no rate of compensation not less than seven (7) calendar days in advance of the beginning of final regular rate received by the shift that needs to be covered. The employee being mandated will have the lowest number of overtime hours worked and will be notified by a supervisorbargaining unit member. In the event of death, payment shall be made to the employee being mandated is on an approved leave next of kin or to the estate of the deceased member. During pay periods 13 and cannot 26 of each fiscal year, members may elect to request a cash payment for any or all compensatory hours accrued but unused. The payment will be provided sevenmade at the member’s rate of pay in effect as of the date of their request for payout and will be paid to the member no later than two pay periods following the pay period in which the request was made.

Compensatory Time. A Bargaining Unit member may choose to take compensatory Compensatory time systems in lieu existence on the effective date of overtime compensation if such choice is indicated during the tour of duty in which the overtime is workedthis Agreement shall continue. Compensatory time systems shall be a proper subject for secondary negotiations. Compensatory time shall be credited to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½1½) times the number of hours for each overtime hour worked. Each Bargaining Unit member’s Employees who wish to use earned compensatory time bank may do so only with prior approval of their supervisor but subject to the same criteria as applicable to annual leave. Compensatory time must be utilized before the employee uses annual leave credits except where an employee would lose annual leave credits because of the maximum allowable annual leave accumulation. For purposes of calculating compensatory time, sick leave, annual leave, and union leave shall not be treated as time worked. Whenever an employee resigns, retires, is discharged or transfers to another Appointing Authority, the employee shall be limited paid for all unliquidated compensatory time at the rate of their current rate of compensation at the time of separation. Unused compensatory time credits of an employee who is laid off, in accumulation other than a temporary layoff, and is unable or unwilling to exercise a maximum number bumping right, shall be paid in the same manner. At the employee's option, payment for unused compensatory time credits may be made as follows: The employee must notify the department in writing between November 1st and November 15th of two hundred forty (240) hourseach year that he/she wishes to be paid in cash for all, or part of, unused compensatory time credits. Once a Bargaining Unit member has reached Payment for such time shall then be made in the maximum first full pay period in December. Alternatively, current practices with respect to the payment for unused compensatory time credits shall continue. Employees eligible under the FLSA to accumulate up to 480 hours of compensatory time in a twelve (12) month period may accumulate such time. Eligible employees are those whose work regularly involves “public safety”, “emergency response” or “seasonal” activity, as compensation for overtime hours workeddescribed in the FLSA. For such employees, all additional overtime will be paid. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance shall apply: If such employee has more than 250 hours of annual leave, the employee may utilize annual leave credits prior to using compensatory time carried over into credits. When employees request the following year use of leave credits, they shall count towards indicate which credits they intend to use. This provision shall be the two hundred forty (240) hour cap in only exception to the requirement that year. Compensatory compensatory time off credits must be taken at a time agreeable used prior to the Department and the Bargaining Unit member. Approval for compensatory time off shall not be unreasonably withheld. Compensatory time off should be requested use of annual leave credits as far in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request compensatory time off at least 45 calendar days in advance, the employer will, within five (5) working days of the request being made, notify the member whether or not his/her request has been approved. Approval for compensatory time shall not be unreasonably withheld. As soon as the employer notifies the member that his/her request has been approved, and if the employer determines that the shift will be filled, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate to cover the shift will occur no less than seven (7) calendar days in advance of the beginning of the shift that needs to be covered. The employee being mandated will have the lowest number of overtime hours worked and will be notified by a supervisor. In the event the employee being mandated is on an approved leave and cannot be provided sevenabove.

Compensatory Time. A Bargaining Unit member At the election of the employee, overtime may choose be compensated with Compensatory Time off in accordance with the provisions of the Fair Labor Standards Act. Such Compensatory Time off shall be equal to take compensatory time in lieu one and one- half (1-1/2) times or two (2) times, whichever may be applicable, for each one (1) hour of overtime compensation if such choice is indicated during the tour of duty in which the overtime is Overtime worked. The maximum number of accumulated Compensatory time hours permitted in an employee's Compensatory Time bank, at any point in time, shall be credited one hundred sixty (160). After an employee's maximum Compensatory Time bank has reached one hundred sixty (160) hours, all additional Overtime for such employee shall be paid at the appropriate Overtime rate. If at the end of each payroll year the employee has one hundred sixty (160) hours of Compensatory Time in his Compensatory Time bank, he shall be permitted to convert up to fifty (50) hours of Compensatory Time in said bank to cash. The calculation for converting Compensatory Time to cash shall be the employee's established hourly rate of pay multiplied by the number of hours the employee desires to convert. In the event the employee wishes to exercise this option, it shall be his responsibility to forward a memorandum to the Bargaining Unit member Department of Finance specifying the number of hours he wishes to convert to cash, prior to the end of the first pay period in the new calendar year. The cash conversion will then be paid in the form of a separate payroll deposit and accumulated shall be forwarded to the employee on the scheduled pay date at the rate conclusion of the second pay period in the New Year. An employee may carry over up to one hundred sixty (160) hours of Compensatory Time from one payroll year to another. However, in no event may the employee exceed the maximum amount of one and one-half hundred sixty (1 ½160) hours in his or her Compensatory Time bank and all additional Overtime for each overtime hour worked. Each Bargaining Unit member’s compensatory time bank such employee shall be limited in accumulation to paid at the appropriate Overtime rate. During any one payroll year, an employee may earn a maximum number amount of Compensatory Time of two hundred forty (240). Once the employee has earned a maximum amount of Compensatory Time of two hundred forty (240) hours. Once hours in a Bargaining Unit member has reached payroll year (inclusive of any usage during the maximum payroll year), all other Overtime for that payroll year shall be paid at the appropriate Overtime rate regardless of the number of hours of compensatory time as compensation for overtime hours worked, all additional overtime will be paid. The Bargaining Unit member may choose to carry over any balance into Compensatory Time in the following year. Any balance of compensatory time carried over into the following year shall count towards the two hundred forty (240) hour cap in that year. employee’s Compensatory time off must be taken at a time agreeable to the Department and the Bargaining Unit member. Approval for compensatory time off shall not be unreasonably withheld. Compensatory time off should be requested as far in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request compensatory time off at least 45 calendar days in advance, the employer will, within five (5) working days of the request being made, notify the member whether or not his/her request has been approved. Approval for compensatory time shall not be unreasonably withheld. As soon as the employer notifies the member that his/her request has been approved, and if the employer determines that the shift will be filled, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate to cover the shift will occur no less than seven (7) calendar days in advance of the beginning of the shift that needs to be covered. The employee being mandated will have the lowest number of overtime hours worked and will be notified by a supervisor. In the event the employee being mandated is on an approved leave and cannot be provided sevenTime bank.

Compensatory Time. A Bargaining Unit member Overtime (excluding callback and reimbursable overtime) may choose to take be paid in the form of compensatory time off. For mandatory overtime, employees will have the option of choosing, for each incident, whether overtime hours worked will be paid or accumulated as compensatory time. Once the comp time or overtime slip is completed, it cannot be modified, except under the following circumstances: • Death of the employee (in lieu this event, payment will be made to the beneficiary); or • Involuntary separation of the employee. Voluntary overtime compensation if such choice is indicated during opportunities will be compensated as offered by the tour Department, but in no event will compensatory time accumulation exceed 48 hours. The Department will not limit the number of duty in which hours an employee can accumulate up to the overtime is workedmaximum of 48. Compensatory time shall will be credited to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½1½) hours for each overtime hour worked. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation to a maximum number of two hundred forty (240) hours. Once a Bargaining Unit member has reached times the maximum hours of compensatory time as compensation for overtime hours worked, all additional overtime will be paid. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance of compensatory time carried over into the following year shall count towards the two hundred forty (240) hour cap in that year. Compensatory time off must be taken at a time agreeable to the Department and the Bargaining Unit member. Approval for compensatory time off shall not be unreasonably withheld. Compensatory time off should be requested as far in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request compensatory time off at least 45 calendar days in advance, the employer will, within five (5) working days of the request being made, notify the member whether or not his/her request has been approved. Approval for compensatory time shall not be unreasonably withheld. As soon as the employer notifies the member that his/her request has been approved, and if the employer determines that the shift will be filled, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate to cover the shift will occur no less than seven (7) calendar days in advance of the beginning of the shift that needs to be covered. The employee being mandated will have the lowest number of overtime hours worked and will not accumulate beyond 48 hours. Compensatory time can only be notified by requested in no less than 1/4 hour increments. The use of compensatory time off will be allowed on the basis of operational requirements and necessity. All time off scheduling will default to compensatory time first unless it would result in the loss of accrued vacation leave. Compensatory time will also be used as a supervisorfirst default when sick is exhausted if not already identified. In the event an employee is denied the use of comp time and such denial is not consistent with provisions of the FLSA, the employee being mandated is on may demand payment of any of their accrued comp time bank. Such demand shall be submitted in the form of a memorandum to the employee’s supervisor who will forward to Payroll for processing. Accumulated compensatory time must be utilized prior to separation from the Department. In the event an approved leave and employee cannot be provided sevenscheduled this time off prior to separation, the employee will be paid for accumulated comp time remaining on the books. To request compensatory time in lieu of overtime, complete the Compensatory Time Request, LVMPD 307 (available as a template and hard copy). To request usage of accumulated compensatory time, complete a Leave Application and indicate “Compensatory Time” under Type of Leave. (Note: If using a Leave Application form that has not been revised to include Compensatory Time, cross out one of the other leave type categories and write in “Comp Time”.) The use of this procedure does not preclude a supervisor and an employee from mutually agreeing to a shift adjustment to accommodate activities during a work week. A shift adjustment must be made during the same work week and does not require completion of a leave slip or other documentation, unless the use of overtime/comp time is done in conjunction with the shift adjustment.

Compensatory Time. A Bargaining Unit member Employees may choose elect to take use up to one hundred twenty (120) hours of compensatory time in lieu of pay for overtime compensation if such choice is indicated during hours worked in a calendar year. The election shall be in writing and must be made immediately following the tour end of duty the work week in which the overtime is worked. Compensatory time Each overtime hour worked shall be credited equal to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½1½) hours for each overtime hour worked. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation to a maximum number of two hundred forty (240) hours. Once a Bargaining Unit member has reached the maximum hours of compensatory time. An employee shall be able to accrue a maximum of one hundred twenty (120) hours compensatory time. When an employee is at the maximum accumulation limit for compensatory time as compensation for all overtime hours worked, all additional overtime will worked shall be paid. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance of Requests for compensatory time carried over into the following year shall count towards the two hundred forty (240) hour cap in that year. Compensatory time off must be taken at submitted by the employee no sooner than sixty (60) days in advance of the time being requested off. So long as it will not unduly interrupt the operations of the City or result in more than one employee on a shift being off on vacation and/or compensatory time agreeable off, an employee will be permitted to take compensatory time off for the Department and date requested by the Bargaining Unit memberemployee. Approval The Chief or his designee(s) shall grant or deny the employee’s request for compensatory time off shall not be unreasonably withheld. Compensatory time off should be requested as far in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request compensatory time off at least 45 calendar days in advance, the employer will, within five (5) working days of its submission to the request being madeappropriate command officer. Only one (1) bureau employee will be permitted to take compensatory time or vacation time off or any combination thereof on each shift per day. At the sole discretion of the City, notify additional employees may be permitted to take compensatory or vacation time off, provided that the member whether or time off does not his/her request has been approvedresult in overtime, and does not interfere with the orderly operations of the City. Approval Compensatory time off may be used in increments of not less than one (1) hour. Pay for accrued compensatory time shall not be unreasonably withheldat the regular rate of the employee at the time payment is made. As soon as Any bargaining unit member shall be permitted to cash in accumulated compensatory time at a minimum of twenty (20) hours at a time. Requests shall be submitted at least two (2) pay periods in advance and shall be paid in the employer notifies the member that his/her request has been approvedpayroll check. When necessary, and if the employer determines that no one volunteers to fill the shift will be filledof an employee taking compensatory time off hereunder, the employer City will post exercise its authority to force in an employee by inverse order of seniority or if none is available, by forcing the overtime assignment least senior employee on the prior shift to stay. Except for emergencies, the City will not force in an employee to cover a shift during the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines work day in which that the shift will be filled, a mandate to cover the shift will occur no less than seven (7) calendar days in advance of the beginning of the shift that needs to be covered. The employee being mandated will have the lowest number of overtime hours worked and will be notified by a supervisor. In the event the employee being mandated is on an approved leave and cannot be provided seventaking compensatory time off.

Compensatory Time. A Bargaining Unit member may choose to take compensatory 23 Compensatory time systems in lieu existence on the effective date of overtime compensation if such choice is indicated during the tour of duty in which the overtime is workedthis Agreement shall 24 continue. Compensatory time systems shall be a proper subject for secondary 25 negotiations. 27 Compensatory time shall be credited to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½1½) times the 28 number of hours for each overtime hour worked. Each Bargaining Unit member’s Employees who wish to use earned compensatory time bank may 29 do so only with prior approval of their supervisor but subject to the same criteria as 30 applicable to annual leave. Compensatory time must be utilized before the employee 32 because of the maximum allowable annual leave accumulation. 34 For purposes of calculating compensatory time, sick leave shall not be treated as time 35 worked. 37 Whenever an employee resigns, retires, is discharged or transfers to another Appointing 38 Authority, the employee shall be limited paid for all unliquidated compensatory time at the rate 39 of their current rate of compensation at the time of separation. Unused compensatory 40 time credits of an employee who is laid off, in accumulation other than a temporary layoff, and is 41 unable or unwilling to exercise a maximum number bumping right, shall be paid in the same manner. 43 At the employee's option, payment for unused compensatory time credits may be made 44 as follows: The employee must notify the department in writing between November 1st 45 and November 15th of two hundred forty (240) hourseach year that he/she wishes to be paid in cash for all, or part of, 1 unused compensatory time credits. Once a Bargaining Unit member has reached Payment for such time shall then be made in the maximum 2 first full pay period in December. Alternatively, current practices with respect to the 3 payment for unused compensatory time credits shall continue. 5 Employees eligible under the FLSA to accumulate up to 480 hours of compensatory 6 time in a twelve (12) month period may accumulate such time. Eligible employees are 7 those whose work regularly involves “public safety”, “emergency response” or 8 “seasonal” activity, as compensation for overtime hours workeddescribed in the FLSA. 10 For such employees, all additional overtime will be paid. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance shall apply: If such employee has more than 250 11 hours of annual leave, the employee may utilize annual leave credits prior to using 12 compensatory time carried over into credits. When employees request the following year use of leave credits, they shall count towards 13 indicate which credits they intend to use. This provision shall be the two hundred forty (240) hour cap in only exception to 14 the requirement that year. Compensatory compensatory time off credits must be taken at a time agreeable used prior to the Department and the Bargaining Unit member. Approval for compensatory time off shall not be unreasonably withheld. Compensatory time off should be requested use of annual 15 leave credits as far in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request compensatory time off at least 45 calendar days in advance, the employer will, within five (5) working days of the request being made, notify the member whether or not his/her request has been approved. Approval for compensatory time shall not be unreasonably withheld. As soon as the employer notifies the member that his/her request has been approved, and if the employer determines that the shift will be filled, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate to cover the shift will occur no less than seven (7) calendar days in advance of the beginning of the shift that needs to be covered. The employee being mandated will have the lowest number of overtime hours worked and will be notified by a supervisor. In the event the employee being mandated is on an approved leave and cannot be provided sevenabove.

Compensatory Time. A Bargaining Unit member may choose to take compensatory Compensatory time systems in lieu existence on the effective date of overtime compensation if such choice is indicated during the tour of duty in which the overtime is workedthis Agreement shall continue. Compensatory time systems shall be a proper subject for secondary negotiations. Compensatory time shall be credited to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½1½) times the number of hours for each overtime hour worked. Each Bargaining Unit member’s Employees who wish to use earned compensatory time bank may do so only with prior approval of their supervisor but subject to the same criteria as applicable to annual leave. Compensatory time must be utilized before the employee uses annual leave credits except where an employee would lose annual leave credits because of the maximum allowable annual leave accumulation. For purposes of calculating compensatory time, sick leave and annual leave shall not be treated as time worked. Annual leave buy back shall be limited treated as time worked. Whenever an employee resigns, retires, is discharged or transfers to another Appointing Authority, the employee shall be paid for all unliquidated compensatory time at the rate of their current rate of compensation at the time of separation. Unused compensatory time credits of an employee who is laid off, in accumulation other than a temporary layoff, and is unable or unwilling to exercise a maximum number bumping right, shall be paid in the same manner. At the employee's option, payment for unused compensatory time credits may be made as follows: The employee must notify the department in writing between November 1st and November 15th of two hundred forty (240) hourseach year that he/she wishes to be paid in cash for all, or part of, unused compensatory time credits. Once a Bargaining Unit member has reached Payment for such time shall then be made in the maximum first full pay period in December. Alternatively, current practices with respect to the payment for unused compensatory time credits shall continue. Employees eligible under the FLSA to accumulate up to 480 hours of compensatory time in a twelve (12) month period may accumulate such time. Eligible employees are those whose work regularly involves “public safety”, “emergency response” or “seasonal” activity, as compensation for overtime hours workeddescribed in the FLSA. For such employees, all additional overtime will be paid. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance shall apply: If such employee has more than 250 hours of annual leave, the employee may utilize annual leave credits prior to using compensatory time carried over into credits. When employees request the following year use of leave credits, they shall count towards indicate which credits they intend to use. This provision shall be the two hundred forty (240) hour cap in only exception to the requirement that year. Compensatory compensatory time off credits must be taken at a time agreeable used prior to the Department and the Bargaining Unit member. Approval for compensatory time off shall not be unreasonably withheld. Compensatory time off should be requested use of annual leave credits as far in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request compensatory time off at least 45 calendar days in advance, the employer will, within five (5) working days of the request being made, notify the member whether or not his/her request has been approved. Approval for compensatory time shall not be unreasonably withheld. As soon as the employer notifies the member that his/her request has been approved, and if the employer determines that the shift will be filled, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate to cover the shift will occur no less than seven (7) calendar days in advance of the beginning of the shift that needs to be covered. The employee being mandated will have the lowest number of overtime hours worked and will be notified by a supervisor. In the event the employee being mandated is on an approved leave and cannot be provided sevenabove.

Compensatory Time. A Bargaining Unit member In lieu of payment for overtime worked, a Member may choose elect to take receive compensatory time off in lieu accordance with the Fair Labor Standards Act and the regulations promulgated thereunder by the Department of overtime compensation if such choice is indicated during the tour of duty in which the overtime is workedLabor. Compensatory time shall will be credited to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½1.5) hours for each overtime hour worked. Each Bargaining Unit memberA Member may request to convert overtime into compensatory time at the time the overtime request is submitted. A Member may not accumulate more than one hundred and twenty (120) hours of compensatory time. Compensatory time accumulated but not yet credited to a Member’s compensatory time bank shall will not be limited in accumulation to a maximum number usable until after the end of two that pay period. Any Member who accumulates more than one hundred forty and twenty (240120) hours. Once a Bargaining Unit member has reached the maximum hours of compensatory time as shall be paid overtime compensation by cash payment for overtime the hours worked, all additional overtime will in excess of one hundred and twenty (120) hours. Compensatory time may be paid. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance of compensatory time carried over into a following year, provided that the following year maximum accumulation shall count towards the two not exceed one hundred forty and twenty (240120) hour cap in that yearhours. Compensatory time off must may be taken at a such time agreeable to or times at the Department discretion of and as approved by the Bargaining Unit member. Approval for compensatory time off shall not be unreasonably withheldFire Chief. Compensatory time shall not cause or incur the use of overtime or the payment thereof. Only one Member may be off should be requested as far in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request during the same time period, using compensatory time off at least 45 calendar days in advanceto prevent the operations of the Fire Department from being unduly disrupted. During this period, the employer will, within minimum xxxxxxx may be reduced to five (5). Compensatory time may be requested to be taken in multiples of one-half (1/2) working days hour after a minimum one (1) hour is taken for each request. A Member who has accrued compensatory time shall, upon the termination of employment for any reason, be paid the request being made, notify unused compensatory time at the rate of pay received by the Member at the time of separation. Members who are over one hundred and twenty (120) hours prior to this agreement are allowed to maintain their level of hours. Once the hours are used the member whether or not his/her request has been approved. Approval for compensatory time shall will not be unreasonably withheldable to accrue more hours. As soon as the employer notifies the Once member that his/her request has been approveddrops below one hundred and twenty (120) hours, and if the employer determines that the shift member will be filled, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate to cover the shift will occur no less than seven (7) calendar days in advance of the beginning of the shift that needs to be covered. The employee being mandated will have the lowest number of overtime hours worked and will be notified by a supervisor. In the event the employee being mandated is on an approved leave and cannot be provided sevenable to hold more than one hundred and twenty (120) hours.

Compensatory Time. A Bargaining Unit At the request of the member, the member may choose accumulate and maintain up to take one- hundred and fifty-six (156) hours of compensatory time off in lieu of overtime compensation if such choice is indicated during the tour of duty in which the overtime is workedpay. Compensatory time shall accumulate at the applicable overtime rate. Compensation for compensatory hours taken shall be credited at the member's applicable rate of pay. C ompensatory time accumulation shall carry over from year to year, except that a member is entitled to elect to be paid out for any of his or her accumulation once per month during the calendar year except for the month of December. An election to cash out accumulated, unused compensatory time may be made by submitting a request to the Bargaining Unit member Sheriff for such payout by the first day of the month in which the payout is sought, and accumulated at the rate date of one and one-half (1 ½) hours for each overtime hour worked. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation to a maximum number of two hundred forty (240) hours. Once a Bargaining Unit member has reached the maximum hours payment of compensatory time as compensation cash payout shall be by the end of the month in which the payout is sought. There are no time limits for overtime hours worked, all additional overtime will be paid. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance prior submission of compensatory time carried over into the following year shall count towards the two hundred forty (240) hour cap in that year. Compensatory time off requests, however, such requests must be taken made in advance and are subject to supervisory approval; however, if a request is submitted at a time agreeable least ninety-six hours in advance, such request shall not be denied solely because approval of the request may result in scheduling another member to the Department and the Bargaining Unit memberwork in an overtime status. Approval Requests for compensatory time off made by Common Pleas Court Services Unit ("CPCSU") deputies that are made at least 96 hours in advance shall not be unreasonably withheldapproved and any shortage of staffing in CPCSU may be filled with a POTC deputy at the discretion of the Sheriff consistent with this CBA. Compensatory In Corrections only, ninety-six (96) hours prior to the start of each shift, correctional facility supervisors shall determine whether the number of compensatory time off should requests that have been submitted need to be filled by overtime positions in order to maintain adequate and safe facility staffing for the shift in question. This determination will take into account the particular needs of the facility, which will include consideration of the number of members who are scheduled off duty (e.g., vacation, personal leave, sick leave) and who have requested time off on compensatory time. As soon as far in advance as possible practicable, but no later than forty eight seventy-two (4872) hours prior to the start of each shift, correctional facility supervisors, after conferring with and obtaining the approval of the facility commander, shall post the number of overtime positions that have been determined necessary for the shift in advancequestion. When Bargaining Unit Said overtime positions shall then be filled on a voluntary sign-up basis by members request who are eligible to fill such positions. The posting for overtime positions shall remain open for a period of twenty-four (24) hours. If all of the posted overtime positions are not filled on a voluntary basis, the requests of the members for compensatory time off for the shift in question may be denied by the correctional facility supervision. If the posted overtime positions are not filled on a voluntary basis and correctional facility supervision determines that it will be necessary to cancel compensatory time off requests, said requests shall be cancelled in reverse order of the time that they were received, with the latest request being cancelled first. If two requests were received at least 45 calendar days in advancethe same time, the employer will, within five (5) working days request of the request being made, notify member with the member whether or not his/her request has been approvedleast amount of seniority will be denied first. Approval for Members who have requested compensatory time shall not off will be unreasonably withheld. As soon as the employer notifies the member required, prior to taking said time off, to verify with their shift supervision that his/her their request has been approved, and if the employer determines that the shift will be filledmembers who have not obtained written or verbal approval of their compensatory time off request, the employer will post the overtime assignment are required to cover the report to duty at their regularly scheduled time. No member’s request. If there are no volunteers previously approved vacation or personal leave shall be canceled to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate permit another member to cover the shift will occur no less than seven (7) calendar days in advance of the beginning of the shift that needs to be covered. The employee being mandated will have the lowest number of overtime hours worked and will be notified by a supervisor. In the event the employee being mandated is on an approved leave and cannot be provided seventake compensatory time off.

Compensatory Time. A Bargaining Unit member may choose to take compensatory Compensatory time off in lieu of any overtime compensation if such choice is indicated during the tour of duty in which the overtime is worked. Compensatory time pay shall be credited to the Bargaining Unit member and accumulated granted at the rate option of one the employee. It shall be given on the basis of time and one-half for actual hours worked and may not hereafter be accumulated in excess of one hundred seventy six (1 ½) hours for each overtime hour worked. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation to a maximum number of two hundred forty (240176) hours. Once a Bargaining Unit member has reached the maximum hours If an employee is transferred to another section, any unused compensatory time which he/she may have accumulated shall continue to be available for his/her use. No accumulation of compensatory time as compensation for overtime in excess of o ne hundred seventy six (176) hours worked, all additional overtime will be paid. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance Use of compensatory time carried over into the following year shall count towards the two hundred forty (240) hour cap in that year. Compensatory time off must be taken at a time agreeable to the Department and the Bargaining Unit member. Approval for compensatory time off shall not be unreasonably withhelddenied unreasonably. Compensatory In the event a request is made not less than ninety-six (96) hours prior to the time off should of usage, action shall be requested as far in advance as possible but no later taken on the request not less than forty forty-eight (48) hours in advanceprior to the time of usage. When Bargaining Unit members request If approved, the compensatory time off at least 45 calendar days in advance, the employer will, within five (5) working days of the request being made, notify the member whether or may not his/her request has been approved. Approval for compensatory time shall not thereafter be unreasonably withheld. As soon as the employer notifies the member that his/her request has been approved, and if the employer determines that the shift will be filled, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate to cover the shift will occur no less than seven (7) calendar days in advance of the beginning of the shift that needs to be covered. The employee being mandated will have the lowest number of overtime hours worked and will be notified by a supervisordenied. In the event a request is made less than ninety-six (96) hours prior to the time of usage, denial of the use of compensatory time because of insufficient staffing shall not constitute an unreasonable denial. The maximum amount of compensatory time used by any employee shall be one hundred and seventy- six (176) hours in any calendar year; provided, however, that compensatory time used during short or long term military leave will not count toward this one hundred and seventy-six (176) hours cap. Effective January 1, 2018, an employee who is assigned canine officer duties shall receive an increase in their compensation for at home off-duty dog care from eight (8) hours to twelve (12) hours of compensation each month. This twelve (12) hours of compensation is provided to address the canine handlers at-home off-duty dog care, which includes such activities as looking after the dog, keeping the dog well-nourished and I n good health, and to have them generally read for recall to active duty. The employees will be provided the twelve (12) hours of pay as time added to the employee’s compensatory time bank. If the employee being mandated is on an approved leave unable to accept the full twelve (12) hours of compensatory time deposit during any month due to reaching the annual maximum for compensatory time, the City will then pay the officer twelve (12) hours of regular pay. The compensation will be paid at the regular rate of pay for each officer, and canwill not be provided sevenpaid at the overtime rate.

Compensatory Time. A Bargaining Unit member ‌ Employees may choose elect to take use compensatory time in lieu of pay for overtime compensation if such choice is indicated during hours worked. The election shall be in writing and must be made immediately following the tour end of duty the work week in which the overtime is worked. Compensatory time Each overtime hour worked shall be credited equal to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½1½) hours for each overtime hour workedof compensatory time. Each Bargaining Unit member’s compensatory time bank An employee shall be limited in accumulation allowed to maintain a maximum of one hundred twenty (120) hours of compensatory time. An employee may use up to a maximum number of two one hundred forty twenty (240120) hours. Once a Bargaining Unit member has reached the maximum hours of compensatory time as compensation per calendar year. When an employee is at the maximum accumulation limit for compensatory time all overtime hours worked, all additional overtime will worked shall be paid. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance of Requests for compensatory time carried over into the following year shall count towards the two hundred forty (240) hour cap in that year. Compensatory time off must be taken submitted by the employee no sooner than sixty (60) days in advance of the time being requested off. An employee will be permitted to take compensatory time off on the date requested by the employee, provided that it will not unduly interrupt the operation of the City or result in additional overtime work unless authorized by the Chief or designee. Only two (2) total patrol bureau employees (e.g., two (2) patrol officers or one (1) patrol officer and one (1) patrol sergeant) will be permitted to take compensatory time, personal time, or vacation time off, or any combination thereof on each shift per day. At the sole discretion of the City, additional officers may be permitted to take compensatory, personal time, or vacation time off, provided that the time off does not result in overtime and does not interfere with the orderly operations of the City. Prior requests for vacation time will supersede requests to use compensatory time off at a time agreeable to the Department and same time. The Chief or designee(s) shall grant or deny the Bargaining Unit member. Approval employee’s request for compensatory time off shall not be unreasonably withheld. Compensatory time off should be requested as far in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request compensatory time off at least 45 calendar days in advance, the employer will, within five (5) working days of its submission to the request being made, notify the member whether or not his/her request has been approved. Approval for compensatory time shall not be unreasonably withheld. As soon as the employer notifies the member that his/her request has been approved, and if the employer determines that the shift will be filled, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate to cover the shift will occur no less than seven (7) calendar days in advance of the beginning of the shift that needs to be covered. The employee being mandated will have the lowest number of overtime hours worked and will be notified by a supervisorappropriate command officer. In the event the prohibition of allowing compensatory time to be used if it would create additional overtime is determined to be unenforceable by a court of competent jurisdiction in a case brought or supported by the Union, the restrictions upon accumulation and calendar year annual use of compensatory time off in lieu of pay for overtime hours shall each be set at eighty (80). Compensatory time off may be used in amounts of one hour or more Pay for accrued compensatory time shall be at the regular rate of the employee being mandated at the time payment is on made, except for cases of termination of employment where pay shall be at the average regular rate of the employee during the last three (3) years of employment or the regular rate of the employee at the time the payment is made, whichever is higher. Any Patrol Officer shall be permitted to cash in accumulated compensatory time at a minimum of twenty (20) hours at a time. Requests shall be submitted at least two (2) pay periods in advance and shall be paid in the payroll check. When no one volunteers to fill overtime, the City will exercise its authority to force in an approved leave and cannot be provided sevenemployee, as outlined in section 5.7.

Compensatory Time. A Bargaining Unit member ‌ Employees may choose elect to take use compensatory time in lieu of pay for overtime compensation if such choice is indicated during hours worked. The election shall be in writing and must be made immediately following the tour end of duty the work week in which the overtime is worked. Compensatory time Each overtime hour worked shall be credited equal to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½1½) hours for each overtime hour workedof compensatory time. Each Bargaining Unit member’s compensatory time bank An employee shall be limited in accumulation allowed to maintain a maximum of one hundred twenty (120) hours of compensatory time. An employee may use up to a maximum number of two one hundred forty twenty (240120) hours. Once a Bargaining Unit member has reached the maximum hours of compensatory time as compensation per calendar year. When an employee is at the maximum accumulation limit for compensatory time all overtime hours worked, all additional overtime will worked shall be paid. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance of Requests for compensatory time carried over into the following year shall count towards the two hundred forty (240) hour cap in that year. Compensatory time off must be taken submitted by the employee no sooner than sixty (60) days in advance of the time being requested off. An employee will be permitted to take compensatory time off on the date requested by the employee, provided that it will not unduly interrupt the operation of the City or result in additional overtime work unless authorized by the Chief or designee. Only two (2) total patrol bureau employees (e.g. two (2) patrol officers or one (1) patrol officer and one (1) patrol sergeant) will be permitted to take compensatory time, personal time or vacation time off, or any combination thereof on each shift per day, except that each sergeant shall be permitted five (5) times per calendar year to take one (1) day of compensatory time or vacation time off on a shift when time off has already been approved for two (2) other patrol officers on that shift. At the sole discretion of the City, additional officers may be permitted to take compensatory, personal time, or vacation time off, provided that the time off does not result in overtime and does not interfere with the orderly operations of the City. Prior requests for vacation time will supersede requests to use compensatory time off at a time agreeable to the Department and same time. The Chief or designee shall grant or deny the Bargaining Unit member. Approval employee’s request for compensatory time off shall not be unreasonably withheld. Compensatory time off should be requested as far in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request compensatory time off at least 45 calendar days in advance, the employer will, within five (5) working days of its submission to the request being made, notify the member whether appropriate command officer. Compensatory time off may be used in amounts of one hour or not his/her request has been approvedmore. Approval Pay for accrued compensatory time shall not be unreasonably withheld. As soon as at the employer notifies the member that his/her request has been approved, and if the employer determines that the shift will be filled, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate to cover the shift will occur no less than seven (7) calendar days in advance regular rate of the beginning employee at the time payment is made, except for cases of termination of employment where pay shall be at the average regular rate of the shift that needs to be covered. The employee being mandated will have during the lowest number last three (3) years of overtime hours worked and will be notified by a supervisoremployment or the regular rate of the employee at the time the payment is made, whichever is higher. In the event that a Court of competent jurisdiction determines in a case brought or supported by the Union, that the prohibition of compensatory time off resulting in additional overtime work unless authorized by the Chief or their designee is invalid/unenforceable, the annual use shall be limited to 80 hours. Any Sergeant shall be permitted to cash in accumulated compensatory time at a minimum of twenty (20) hours at a time. Requests shall be submitted at least two (2) pay periods in advance and shall be paid in the payroll check. When no employee being mandated is on volunteers to fill overtime, the City will exercise its authority to force in an approved leave and cannot be provided sevenemployee, as outlined in section 5.7.

Compensatory Time. A Bargaining Unit member An employee who is scheduled to work beyond his normally scheduled hours of work may choose request to take compensatory time in lieu of overtime compensation if such choice is indicated during the tour of duty in which the overtime is workedpay. Compensatory time The employee shall be credited entitled to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½) hours for each overtime hour worked. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation to a maximum number of two hundred forty (240) hours. Once a Bargaining Unit member has reached the maximum hours of compensatory time for all hours in excess of his normal work schedule. When an employee works a hire-back or otherwise earns compensatory time off, he may elect to bank the hours as compensatory time in lieu of receiving monetary compensation for overtime hours workedin that pay period. In consideration of the City offering the use of compensation time in accordance with this section, all additional overtime will be paid. The Bargaining Unit member may choose the City and the Union agree, in furtherance of Section 7(o)(5) of the Fair Labor Standards Act, to carry over any balance into place restrictions on the following year. Any balance use of compensatory time carried over into under circumstances which both parties agree would constitute an “undue disruption” of the following year shall count towards the two hundred forty (240) hour cap in that yearDepartment’s operations. Compensatory This section will allow employees use compensatory time to take time off must at a future date, even during times when Shift Vacation Calendar might otherwise be taken full and would prevent normal scheduling of time off. Effective January 1, 2012, any time previously accrued and categorized as Compensatory Time will be transferred hour for hour into a Hire Back/Comp Time Bank and be re-categorized as Hire-Back Comp/Time (HBCT) The following procedure shall be followed for utilizing the HBCT option: Notice of Banking a Hire-Back: When an employee elects to bank a Hire-Back, the employee shall notify the Shift Chief in writing using the HBCT Request Form. Time will be banked at a time agreeable and one half rate. (e.g., a 24 hour hire back would result in 36 hours of HBCT) Requesting to Use HBCT: In order to request the use of HBCT, the employee must have the time in the bank. The time must be requested in increments of four (4) hours. A HBCT Form shall be completed by the employee and submitted to the Department Shift Chief. All requests will be recorded with the date and time they are received and shall be submitted to the Bargaining Unit member. Approval for compensatory time off shall not be unreasonably withheld. Compensatory time off should be requested as far in advance as possible but Shift Chief no later than forty eight three shift days (48216 hours) hours in advance. When Bargaining Unit members request compensatory time off at least 45 calendar days in advance, the employer will, within five (5) working days of the request being made, notify the member whether or not his/her request has been approved. Approval for compensatory time shall not be unreasonably withheld. As soon as the employer notifies the member that his/her request has been approved, and if the employer determines that the shift will be filled, the employer will post the overtime assignment prior to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate to cover the shift will occur no less than seven (7) calendar days in advance of the beginning of the shift that needs to be covered. The employee being mandated will have day in which the lowest number of overtime hours worked and HBCT will be notified by used. Employees must have enough time in their HBCT bank to cover the request at 1.5x the request. Filling Hire-Back Bank Requests: Requests for HBCT use will be prioritized in the date and time order in which they are received. If the requirements of a supervisor. In the event the employee being mandated is on an approved leave and specific assignment cannot be provided sevenmet (e.g., Officer, FAO, etc.), the requests will be denied. The requesting employee may increase requested time increment at a later date to make the slot more attractive and more likely to be filled but an employee may submit no more than three requests for any particular date. Any Hire Back caused by the employee using the compensatory time will be charged against the employee’s HBCT: The scheduled employee’s HBCT Bank shall be reduced by time and one half for each hour granted off (e.g. 24 hour hire-back at time and a half equals 36 reduction in HBCT Bank). If no hire-back is required: The employee taking the leave shall his HBCT Bank reduced hour for hour (e.g. 24 hours off equals 24 hours reduction in HBCT Bank).

Compensatory Time. A Bargaining Unit member Overtime (excluding callback and reimbursable overtime) may choose to take be paid in the form of compensatory time off. Employees will have the option of choosing, for each incident, whether overtime hours worked will be paid or accumulated as compensatory time. Once the comp time or overtime slip is completed, it cannot be modified, except under the following circumstances: Death of the employee (in lieu this event, payment will be made to the beneficiary); or Involuntary separation of overtime compensation if such choice is indicated during the tour of duty in which the overtime is workedemployee. Compensatory time shall will be credited to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½1½) hours for each overtime hour worked. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation to a maximum number of two hundred forty (240) hours. Once a Bargaining Unit member has reached times the maximum hours of compensatory time as compensation for overtime hours worked, all additional overtime will be paid. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance of compensatory time carried over into the following year shall count towards the two hundred forty (240) hour cap in that year. Compensatory time off must be taken at a time agreeable to the Department and the Bargaining Unit member. Approval for compensatory time off shall not be unreasonably withheld. Compensatory time off should be requested as far in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request compensatory time off at least 45 calendar days in advance, the employer will, within five (5) working days of the request being made, notify the member whether or not his/her request has been approved. Approval for compensatory time shall not be unreasonably withheld. As soon as the employer notifies the member that his/her request has been approved, and if the employer determines that the shift will be filled, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate to cover the shift will occur no less than seven (7) calendar days in advance of the beginning of the shift that needs to be covered. The employee being mandated will have the lowest number of overtime hours worked and will not accumulate beyond 48 hours. Compensatory time can only be notified by a supervisorrequested in no less than 1/4 hour increments. The use of compensatory time off will be allowed on the basis of operational requirements and necessity however, compensatory time cannot be taken during the same pay period as it is received (due to restrictions in the County payroll system). The hours available will be printed on each pay stub and only those hours can be taken until receipt of the next pay stub with hours indicated. In the event an employee is denied the use of comp time and such denial is not consistent with provisions of the FLSA, the employee being mandated is on may demand payment of any of their accrued comp time bank. Such demand shall be submitted in the form of a memorandum to the employee’s supervisor who will forward to Payroll for processing. Accumulated compensatory time must be utilized prior to retirement or voluntary separation from the Department. In the event an approved leave and employee cannot be provided sevenscheduled this time off prior to separation, the employee will be paid for accumulated comp time remaining on the books. To request compensatory time in lieu of overtime, complete the Compensatory Time Request, LVMPD 305 (available as a template and hard copy). To request usage of accumulated compensatory time, complete a Leave Application and indicate “Compensatory Time” under Type of Leave. (Note: If using a Leave Application form that has not been revised to include Compensatory Time, cross out one of the other leave type categories and write in “Comp Time.” The use of this procedure does not preclude a supervisor and an employee from mutually agreeing to a shift adjustment to accommodate activities during a work week. A shift adjustment must be made during the same work week and does not require completion of a leave slip or other documentation, unless the use of overtime/comp time is done in conjunction with the shift adjustment.

Compensatory Time. A Bargaining Unit member An employee who is scheduled to work beyond his normally scheduled hours of work may choose request to take compensatory time in lieu of overtime compensation if such choice is indicated during the tour of duty in which the overtime is workedpay. Compensatory time The employee shall be credited entitled to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½) hours for each overtime hour worked. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation to a maximum number of two hundred forty (240) hours. Once a Bargaining Unit member has reached the maximum hours of compensatory time for all hours in excess of his normal work schedule. When an employee works a hire-back or otherwise earns compensatory time off, he may elect to bank the hours as compensatory time in lieu of receiving monetary compensation for overtime hours workedin that pay period. In consideration of the City offering the use of compensation time in accordance with this section, all additional overtime will be paid. The Bargaining Unit member may choose the City and the Union agree, in furtherance of Section 7(o)(5) of the Fair Labor Standards Act, to carry over any balance into place restrictions on the following year. Any balance use of compensatory time carried over into under circumstances which both parties agree would constitute an “undue disruption” of the following year shall count towards the two hundred forty (240) hour cap in that yearDepartment’s operations. Compensatory This section will allow employees use compensatory time to take time off must at a future date, even during times when Shift Vacation Calendar might otherwise be taken full and would prevent normal scheduling of time off. Effective January 1, 2012, any time previously accrued and categorized as Compensatory Time will be transferred hour for hour into a Hire Back/Comp Time Bank and be re-categorized as Hire-Back Comp/Time (HBCT) The following procedure shall be followed for utilizing the HBCT option: Notice of Banking a Hire-Back: When an employee elects to bank a Hire-Back, the employee shall notify the Shift Chief in writing using the HBCT Request Form. Time will be banked at a time agreeable and one half rate (e.g., a 24 hour hire back would result in 36 hours of HBCT). Requesting to Use HBCT: In order to request the use of HBCT, the employee must have the time in the bank. The time must be requested in increments of four (4) hours. A HBCT Form shall be completed by the employee and submitted to the Department Shift Chief. All requests will be recorded with the date and time they are received and shall be submitted to the Bargaining Unit member. Approval for compensatory time off shall not be unreasonably withheld. Compensatory time off should be requested as far in advance as possible but Shift Chief no later than forty eight three shift days (48216 hours) hours in advance. When Bargaining Unit members request compensatory time off at least 45 calendar days in advance, the employer will, within five (5) working days of the request being made, notify the member whether or not his/her request has been approved. Approval for compensatory time shall not be unreasonably withheld. As soon as the employer notifies the member that his/her request has been approved, and if the employer determines that the shift will be filled, the employer will post the overtime assignment prior to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate to cover the shift will occur no less than seven (7) calendar days in advance of the beginning of the shift that needs to be covered. The employee being mandated will have day in which the lowest number of overtime hours worked and HBCT will be notified by used. Employees must have enough time in their HBCT bank to cover the request at 1.5x the request. Filling Hire-Back Bank Requests: Requests for HBCT use will be prioritized in the date and time order in which they are received. If the requirements of a supervisor. In the event the employee being mandated is on an approved leave and specific assignment cannot be provided sevenmet (e.g., Officer, FAO, etc.), the requests will be denied. The requesting employee may increase requested time increment at a later date to make the slot more attractive and more likely to be filled but an employee may submit no more than three requests for any particular date. Any Hire Back caused by the employee using the compensatory time will be charged against the employee’s HBCT: The scheduled employee’s HBCT Bank shall be reduced by time and one half for each hour granted off (e.g., 24 hour hire-back at time and a half equals 36 hour reduction in HBCT Bank). If no hire-back is required: The employee taking the leave shall his HBCT Bank reduced hour for hour (e.g., 24 hours off equals 24 hours reduction in HBCT Bank).

Compensatory Time. A Bargaining Unit member An employee may choose accrue up to take compensatory time in lieu of overtime compensation if such choice is indicated during the tour of duty in which the overtime is worked. Compensatory time shall be credited to the Bargaining Unit member and accumulated at the rate of one and one-half maintain eighty (1 ½80) hours for each overtime hour worked. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation to a maximum number of two hundred forty (240) hours. Once a Bargaining Unit member has reached the maximum hours of compensatory time as compensation for overtime off in lieu of cash payment. No employee may accrue more than eighty (80) hours worked, all additional overtime will be paid. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance of compensatory time. In order to be eligible to earn compensatory time, employees must submit an accurate daily attendance report (DAR) within ten (10) calendar days of the day the compensatory time carried over into the following year shall count towards the two hundred forty was earned including all compensatory time earned on that day. Employees may not submit DAR’s that reflect compensatory time earned on any other day. Accrued compensatory time may be cashed out six (2406) hour cap times each year: February, April, June, August, October, and in that yearDecember. Compensatory Requests to use accrued compensatory time off must be taken at a time agreeable submitted to the Police Department in writing and shall be granted as set forth below. If the Bargaining Unit member. Approval for compensatory time off shall not be unreasonably withheld. Compensatory request, at the time off should be requested as far in advance as possible but no later than forty eight of submission, necessitates the hiring of overtime (48OT) hours in advance. When Bargaining Unit members request to cover its use, and the compensatory time off at least 45 calendar days in advance, the employer will, within five request was submitted more than twenty-four (524) working days of the request being made, notify the member whether or not his/her request has been approved. Approval for compensatory time shall not be unreasonably withheld. As soon as the employer notifies the member that his/her request has been approved, and if the employer determines that the shift will be filled, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate to cover the shift will occur no less than seven (7) calendar days hours in advance of the beginning start of said shift, the Department shall make reasonable efforts to fill the OT shift. This customarily includes, but is not limited to, posting the OT on the Operations Division Roll Call board and/or OT sign-up sheet area and advertising via Department email to the Police Sworn Officers email distribution list. The Sergeant or other Police Administrator receiving the comp time request is responsible for posting the notifications of available OT prior to the end of the shift during which the compensatory time request was received. If the OT is filled by a volunteer, the Department will xxxx it on the schedule and send a confirmatory email to the officer who requested the comp time off. If the OT is not filled at the twenty-four (24) hour xxxx xxxxx to the start of the requested shift for which compensatory time was submitted, the Department will make reasonable efforts to notify the requesting member that the OT shift has not yet been filled, customarily with a personal phone call or Department email. Acknowledging that the operational needs of the Department may prevent a supervisor from making this notification right at the twenty-four (24) hour xxxx, the requesting member will also make reasonable efforts to be coveredcontact the on-duty supervisor at that time and verify the status of the requested shift. Once the requesting member is aware that the OT has not been filled, the responsibility now lies with the requesting officer to either find a volunteer for the OT shift or work the shift him/herself. If the compensatory time off request is submitted less than twenty-four (24) hours before the start of the shift, the responsibility lies with the requesting officer to either find a volunteer for the OT shift or work the shift him/herself. The employee being mandated requesting officer may find a volunteer up to the regularly scheduled start of the requested compensatory time off shift. The requesting officer, upon finding a volunteer, will have notify by personal phone call or Department email, or both, the lowest number on-duty patrol sergeant of overtime hours worked and will be notified by a supervisorthe fulfillment of the OT shift. In the event the employee being mandated is on an approved leave and a volunteer cannot be provided sevenfound by the start of the requested shift, the comp time off request is denied and the requesting officer will be required to work the shift. In the event an officer submits a compensatory time off request that necessitates OT as part of a block of requested PTO or other leave, if the comp time off request(s) generates two (2) or less shifts of OT for the duration of the leave block, the Department will not cancel the request, even if the OT is not voluntarily filled. A block of leave commonly refers to a week of work, or more, bookended by two sets of regularly scheduled days off. The Department will support the compensatory time off request by working to fill the shift. GPOA members will communicate clearly and unambiguously with the Department as to who has volunteered to work the requested compensatory time off shift, if applicable.

Compensatory Time. A Bargaining Unit member An employee may choose accrue up to take compensatory time in lieu of overtime compensation if such choice is indicated during the tour of duty in which the overtime is worked. Compensatory time shall be credited to the Bargaining Unit member and accumulated at the rate of one and one-half maintain eighty (1 ½80) hours for each overtime hour worked. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation to a maximum number of two hundred forty (240) hours. Once a Bargaining Unit member has reached the maximum hours of compensatory time as compensation for overtime off in lieu of cash payment. No employee may accrue more than eighty (80) hours worked, all additional overtime will be paid. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance of compensatory time. In order to be eligible to earn compensatory time, employees must submit an accurate daily attendance report (DAR) within ten (10) calendar days of the day the compensatory time carried over into the following year shall count towards the two hundred forty was earned including all compensatory time earned on that day. Employees may not submit DAR’s that reflect compensatory time earned on any other day. Accrued compensatory time may be cashed out six (2406) hour cap times each year: February, April, June, August, October, and in that yearDecember. Compensatory Requests to use accrued compensatory time off must be taken at a time agreeable submitted to the Police Department in writing and shall be granted as set forth below. If the Bargaining Unit member. Approval for compensatory time off shall not be unreasonably withheld. Compensatory request, at the time off should be requested as far in advance as possible but no later than forty eight of submission, necessitates the assignment of overtime (48OT) hours in advance. When Bargaining Unit members request to cover its use, and the compensatory time off at least 45 calendar days in advance, the employer will, within five request was submitted more than twenty-four (524) working days of the request being made, notify the member whether or not his/her request has been approved. Approval for compensatory time shall not be unreasonably withheld. As soon as the employer notifies the member that his/her request has been approved, and if the employer determines that the shift will be filled, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate to cover the shift will occur no less than seven (7) calendar days hours in advance of the beginning start of said shift, the Department shall make reasonable efforts to fill the OT shift. This customarily includes, but is not limited to, posting the OT on the Operations Division Roll Call board and/or OT sign-up sheet area and advertising via Department email to the Police Sworn Officers email distribution list. The Sergeant or other Police Administrator receiving the comp time request is responsible for posting the notifications of available OT prior to the end of the shift during which the compensatory time request was received. If the OT is filled by a volunteer, the Department will xxxx it on the schedule and send a confirmatory email to the officer who requested the comp time off. If the OT is not filled at the twenty-four (24) hour xxxx xxxxx to the start of the requested shift for which compensatory time was submitted, the Department will make reasonable efforts to notify the requesting member that the OT shift has not yet been filled, customarily with a personal phone call or Department email. Acknowledging that the operational needs of the Department may prevent a supervisor from making this notification right at the twenty-four (24) hour xxxx, the requesting member will also make reasonable efforts to be coveredcontact the on-duty supervisor at that time and verify the status of the requested shift. Once the requesting member is aware that the OT has not been filled, the responsibility now lies with the requesting officer to either find a volunteer for the OT shift or work the shift him/herself. If the compensatory time off request is submitted less than twenty-four (24) hours before the start of the shift, the responsibility lies with the requesting officer to either find a volunteer for the OT shift or work the shift him/herself. The employee being mandated requesting officer or sergeant may find a volunteer up to the regularly scheduled start of the requested compensatory time off shift. The requesting officer or sergeant, upon finding a volunteer, will have notify by personal phone call or Department email, or both, the lowest number on-duty patrol sergeant of overtime hours worked and will be notified by a supervisorthe fulfillment of the OT shift. In the event the employee being mandated is on an approved leave and a volunteer cannot be found by the start of the requested shift, the comp time off request is denied, and the requesting officer or sergeant will be required to work the shift. Except as provided sevenin Article 11.6, in the event an officer or sergeant submits a compensatory time off request that necessitates OT as part of a block of requested PTO or other leave, if the comp time off request(s) generates two (2) or less shifts of OT for the duration of the leave block, the Department will not cancel the request, even if the OT is not voluntarily filled. A block of leave commonly refers to a week of work, or more, bookended by two sets of regularly scheduled days off. The Department will support the compensatory time off request by working to fill the shift. GPOA members will communicate clearly and unambiguously with the Department as to who has volunteered to work the requested compensatory time off shift, if applicable.

Compensatory Time. A Bargaining Unit member may choose to take compensatory time in In lieu of overtime compensation if such choice pay under Section 9.4, an employee may elect to accrue and bank up to one hundred twenty (120) hours of compensatory time off. Except as limited by the terms of this Section 9.7, the option of accruing and banking compensatory time off or receiving overtime pay shall be within the sole discretion of the employee who is indicated during the tour of duty in which the entitled to be compensated for overtime is workedwork. Compensatory time off shall be credited to the Bargaining Unit member and accumulated accrue at the rate of one and one-half (1 ½) ½ hours for each hour of overtime worked, up to the one hundred twenty (120) hour workedlimit on accrual set forth above. Each Bargaining Unit member’s Once the one hundred twenty (120) hour limit on· compensatory time off has been reached, all overtime worked in excess of that limit shall be compensated by overtime pay until the compensatory time bank shall be limited in accumulation to a maximum number of two again falls below one hundred forty twenty (240120) hours. Once a Bargaining Unit member has reached the maximum An Officer shall be required to contribute up to thirty-four (34) hours of accrued time (can be a combination of compensatory, held holiday and vacation time), at the rate of 100% of base hourly rate pay, into VEBA, at the beginning of each fiscal year. Upon separation from employment, an employee shall be required to contribute all accrued compensatory time as compensation for overtime hours workedtime, all additional overtime will be paid. The Bargaining Unit member may choose to carry over any balance at the rate of 100% of base hourly rate pay, into the following yearVEBA account. Any balance of compensatory time carried over into the following year shall count towards the two hundred forty (240) hour cap in that year. Compensatory time off must be taken at a time agreeable An employee desiring to the Department and the Bargaining Unit member. Approval for schedule compensatory time off shall not be unreasonably withheld. Compensatory time off should be requested as far in advance as possible but no later than forty submit a written request on a form supplied by the Department at least forty-eight (48) hours in advance. When Bargaining Unit members request compensatory time off at least 45 calendar days in advance, the employer will, within five (5) working days of the request being made, notify the member whether or not his/her request has been approved. Approval for compensatory time shall not be unreasonably withheld. As soon as the employer notifies the member that his/her request has been approved, and if the employer determines that the shift will be filled, the employer will post the overtime assignment prior to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate to cover the shift will occur no less than seven (7) calendar days in advance of the beginning of the shift that needs he proposes to take off, provided that the Police Chief or his designee can waive this advance notice requirement on a case- by-case basis. Compensatory time off may not be coveredarbitrarily denied but may be denied for operational reasons, including circumstances in which the request has the foreseeable effect of generating overtime. The employee being mandated will have the lowest number of overtime hours worked and will be notified by a supervisor. In the event the employee being mandated is on an approved leave and Once granted, however, compensatory time off cannot be provided sevenrescinded. Compensatory time off may not be scheduled in advance to be taken on holidays listed in Section 12.1; however, the Police Chief or his designee may approve a request for compensatory time off on a holiday once the shift on that holiday has begun if, in the sole discretion of Police Department management, it is determined that the employee can use compensatory time off that shift without adversely affecting staffing levels. Requests for compensatory time off shall be considered on a first-come, first-served basis, except that requests for compensatory time off on a holiday shall be considered in seniority order.

Compensatory Time. A Bargaining Unit member may choose non-exempt Employee required to take work overtime will be paid overtime at time-and-a- half UNLESS they choose, with the approval of their supervisor, to receive credit for compensatory time in lieu of overtime compensation if such choice is indicated during pay. If the tour of duty in which the overtime is worked. Compensatory Employee chooses this comp time shall be credited to the Bargaining Unit member and accumulated option, they will receive comp time at the a rate of one and one-and-one-half (1 ½) hours of compensatory time-off for each hour of overtime hour worked. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation , up to a maximum number of one hundred (100) comp time hours at any one time. Any hours over this limit shall be paid for at the overtime rate. For overtime hours worked on the seventh (7th) straight day of work by the Employee or for mandatory Sunday overtime, the Employee receiving approved comp time shall be credited with two hundred forty (2402) hours. Once a Bargaining Unit member has reached the maximum hours of compensatory time-off for each hour of overtime worked. An employee may only roll over one hundred (100) hours of comp time as compensation from one year to the next. Upon implementation of this agreement, any hours above the 100 hours must be cashed out at the employee’s base rate of pay. Requests for overtime hours worked, all additional overtime will be paid. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance use of compensatory time carried over into shall be made by the following year Employee to their supervisor in the same way as for vacation leave. Such requests shall count towards be granted within a reasonable period given due consideration by the two hundred forty (240) hour cap in that year. Compensatory time off must be taken at a time agreeable to supervisor of the Department desires of the Employee, normal schedule of work, anticipated peak workloads, emergency requirements of staff and services, and the Bargaining Unit memberneed for and availability of qualified substitute staff. Approval Requests for compensatory time off shall not be unreasonably withheld. Compensatory time off should be requested as far in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request compensatory time off at least 45 calendar days in advance, the employer will, within five (5) working days use of the request being made, notify the member whether or not his/her request has been approved. Approval for compensatory time shall not be unreasonably withheldgranted if doing so will unduly disrupt operation. As soon as the employer notifies the member that his/her request has been approved, and if the employer determines that the shift Full-time inspection Employees will be filledencouraged to use their accrued compensatory time during off-peak workload periods. Upon termination of employment, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift non-exempt Employees will be filled, a mandate to cover paid for any accrued but unused comp time hours at their straight time rate of pay at the shift will occur no less than seven (7) calendar days in advance time of the beginning of the shift that needs to be covered. The employee being mandated will have the lowest number of overtime hours worked and will be notified by a supervisor. In the event the employee being mandated is on an approved leave and cannot be provided seventermination.

Compensatory Time. A Bargaining Unit member may choose Code 1 employees who are authorized to take work more than eight (8) hours in a day, or if on an alternative work schedule, in excess of their regularly scheduled hours, or more than forty (40) hours in a week shall be compensated in cash payment for such overtime or may, with the mutual consent of the Employer and the employee, be compensated with compensatory time credits for such overtime. Requests by employees for overtime payment in lieu of overtime compensation if such choice is indicated during the tour of duty in which the overtime is worked. Compensatory time shall be credited to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½) hours for each overtime hour worked. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation to a maximum number of two hundred forty (240) hours. Once a Bargaining Unit member has reached the maximum hours form of compensatory time as compensation for overtime hours worked, all additional overtime will be paid. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance of compensatory time carried over into the following year shall count towards the two hundred forty (240) hour cap in that year. Compensatory time off must be taken at a time agreeable to the Department and the Bargaining Unit member. Approval for compensatory time off credits shall not be unreasonably withhelddenied. Compensatory time off should be requested as far in advance as possible but no later Code 2 employees who are authorized to work more than forty eight (4840) hours in advance. When Bargaining Unit members request a week shall be compensated in cash payment for such overtime or may, with the mutual consent of the Employer and the employee, be compensated with compensatory time off at least 45 calendar days credits for such overtime. Requests by employees for overtime payment in advance, the employer will, within five (5) working days form of the request being made, notify the member whether or not his/her request has been approved. Approval for compensatory time credits shall not be unreasonably withhelddenied. As soon Authorized compensatory time for Code 1 and Code 2 employees shall be provided to the timekeeper with a record of compensatory hours earned and such time shall be recorded in the time report. Accumulated totals shall be maintained on the employees pay stub in the same manner as annual and sick credits. Code 3 employees are not eligible for overtime payment. Such employees may, however, with the employer notifies mutual consent of the member Employer, maintain records of authorized time worked in excess of forty (40) hours in a week with the understanding that his/her request has been approved, and an equivalent amount of time may be taken off at a subsequent time as if the employer determines that the shift such accumulated time were compensatory time. Such time for Code 3 employees will be filledaccumulated on an hour for hour basis rather than at the overtime rate. Records of such accumulated time for Code 3 employees will be maintained by the supervisor and the employee and will not be recorded in the time report. If the Employer does not permit a Code 1 or Code 2 employee to use accrued compensatory time credits before the end of the fiscal year in which the credits have been earned, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate to cover the shift will occur no less than seven employee may choose one (71) calendar days in advance of the beginning of the shift that needs to be covered. The employee being mandated will have the lowest number of overtime hours worked and will be notified by a supervisor. In the event the employee being mandated is on an approved leave and cannot be provided sevenfollowing options:

Compensatory Time. A Bargaining Unit member Overtime (excluding callback and reimbursable overtime) may choose to take be paid in the form of compensatory time off. For mandatory overtime, with less than two (2) week posting/notice, employees will have the option of choosing, for each incident, whether overtime hours worked will be paid or accumulated as compensatory time. Once the comp time or overtime slip is completed, it cannot be modified, except under the following circumstances:  Death of the employee (in lieu this event, payment will be made to the beneficiary); or  Involuntary separation of the employee. Voluntary overtime compensation if such choice is indicated during opportunities will be compensated as offered by the tour Department, but in no event will compensatory time accumulation exceed 48 hours. The Department will not limit the number of duty in which hours an employee can accumulate up to the overtime is workedmaximum of 48. Compensatory time shall will be credited to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½1½) hours for each overtime hour worked. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation to a maximum number of two hundred forty (240) hours. Once a Bargaining Unit member has reached times the maximum hours of compensatory time as compensation for overtime hours worked, all additional overtime will be paid. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance of compensatory time carried over into the following year shall count towards the two hundred forty (240) hour cap in that year. Compensatory time off must be taken at a time agreeable to the Department and the Bargaining Unit member. Approval for compensatory time off shall not be unreasonably withheld. Compensatory time off should be requested as far in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request compensatory time off at least 45 calendar days in advance, the employer will, within five (5) working days of the request being made, notify the member whether or not his/her request has been approved. Approval for compensatory time shall not be unreasonably withheld. As soon as the employer notifies the member that his/her request has been approved, and if the employer determines that the shift will be filled, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate to cover the shift will occur no less than seven (7) calendar days in advance of the beginning of the shift that needs to be covered. The employee being mandated will have the lowest number of overtime hours worked and will not accumulate beyond 48 hours. Compensatory time can only be notified by requested in no less than 1/4 hour increments. The use of compensatory time off will be allowed on the basis of operational requirements and necessityat a supervisorminimum of one (1) shift within six (6) weeks of earning, if requested, but shall not exceed more than one (1) shift every six (6) weeks under this provision regardless of earning capabilities. All time off scheduling will default to compensatory time first unless it would result in the loss of accrued vacation leave. Compensatory time will also be used as a first default when sick is exhausted if not already identified. In the event an employee is denied the use of comp time and such denial is not consistent with provisions of the FLSA, the employee being mandated is on may demand payment of any of their accrued comp time bank. Such demand shall be submitted in the form of a memorandum to the employee’s supervisor who will forward to Payroll for processing. Accumulated compensatory time must be utilized prior to separation from the Department. In the event an approved leave and employee cannot be provided sevenscheduled this time off prior to separation, the employee will be paid for accumulated comp time remaining on the books. To request compensatory time in lieu of overtime, complete the Compensatory Time Request, LVMPD 307 (available as a template and hard copy). To request usage of accumulated compensatory time, complete a Leave Application and indicate “Compensatory Time” under Type of Leave. (Note: If using a Leave Application form that has not been revised to include Compensatory Time, cross out one of the other leave type categories and write in “Comp Time”.) The use of this procedure does not preclude a supervisor and an employee from mutually agreeing to a shift adjustment to accommodate activities during a work week. A shift adjustment must be made during the same work week and does not require completion of a leave slip or other documentation, unless the use of overtime/comp time is done in conjunction with the shift adjustment.

Compensatory Time. A Bargaining Unit member At the election of the employee, overtime may choose to take be compensated with compensatory time off in lieu accordance with the provisions of overtime compensation if such choice is indicated during the tour of duty in which the overtime is workedFair Labor Standards Act. Compensatory Such compensatory time off shall be credited equal to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½1-1/2) hours times or two (2) times, whichever may be applicable, for each one (1) hour of overtime hour worked. Each Bargaining Unit member’s The maximum number of accumulated compensatory hours permitted in an employee's compensatory time bank, at any point in time, shall be one hundred sixty (160). After an employee's maximum compensatory time bank has reached one hundred sixty (160) hours, all additional overtime for such employee shall be limited paid at the appropriate overtime rate. If at the end of each payroll year the employee has one hundred sixty (160) hours of compensatory time in accumulation his compensatory time bank, he shall be permitted to convert up to fifty (50) hours of compensatory time in said bank to cash. The calculation for converting compensatory time to cash shall be the employee's established hourly rate of pay multiplied by the number of hours the employee desires to convert. In the event the employee wishes to exercise this option, it shall be his responsibility to forward a memorandum to the Department of Finance specifying the number of hours he wishes to convert to cash, prior to the end of the first pay period in the new calendar year. The cash conversion will then be paid in the form of a separate payroll check and shall be forwarded to the employee on the scheduled pay date at the conclusion of the second pay period in the new year. An employee may carry over up to one hundred sixty (160) hours of compensatory time from one payroll year to another. However, in no event may the employee exceed the maximum amount of one hundred sixty (160) hours in his or her compensatory time bank and all additional overtime for such employee shall be paid at the appropriate overtime rate. During any one payroll year, an employee may earn a maximum number amount of compensatory time of two hundred forty (240). Once the employee has earned a maximum amount of compensatory time of two hundred forty (240) hours. Once hours in a Bargaining Unit member has reached payroll year (inclusive of any usage during the maximum payroll year), all other overtime for that payroll year shall be paid at the appropriate overtime rate regardless of the number of hours of compensatory time as compensation for overtime hours worked, all additional overtime will be paid. The Bargaining Unit member may choose to carry over any balance into in the following year. Any balance of employee’s compensatory time carried over into the following year shall count towards the two hundred forty (240) hour cap in that year. Compensatory time off must be taken at a time agreeable to the Department and the Bargaining Unit member. Approval for compensatory time off shall not be unreasonably withheld. Compensatory time off should be requested as far in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request compensatory time off at least 45 calendar days in advance, the employer will, within five (5) working days of the request being made, notify the member whether or not his/her request has been approved. Approval for compensatory time shall not be unreasonably withheld. As soon as the employer notifies the member that his/her request has been approved, and if the employer determines that the shift will be filled, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate to cover the shift will occur no less than seven (7) calendar days in advance of the beginning of the shift that needs to be covered. The employee being mandated will have the lowest number of overtime hours worked and will be notified by a supervisor. In the event the employee being mandated is on an approved leave and cannot be provided sevenbank.

Compensatory Time. A Bargaining Unit member may choose to take compensatory time in lieu of overtime compensation if such choice is indicated during At the tour of duty in which employee's option, the overtime is worked. Compensatory time employee shall be credited to the Bargaining Unit member and accumulated with compensatory time at the appropriate overtime rate (of one and one-half (1 ½) hours for each overtime hour workedor double (2) time) as dictated by this Agreement, in lieu of paid overtime. Each Bargaining Unit member’s Requests to use compensatory time bank submitted on or before March 1 may be trumped by a vacation request submitted before March 1 for the same day. Requests to use compensatory time submitted after March 1 shall be limited in accumulation on equal footing as requests to a maximum number of two hundred forty (240) hours. Once a Bargaining Unit member has reached the maximum hours of compensatory use vacation or other time as compensation for overtime hours worked, all additional overtime will be paid. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance of compensatory time carried over into the following year shall count towards the two hundred forty (240) hour cap in that yearoff submitted after March 1. Compensatory time off must be taken at a time agreeable to the Department and the Bargaining Unit member. Approval for compensatory time off shall cannot be unreasonably withheld. Compensatory time off should be requested as far in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request compensatory time off at least 45 calendar days in advancescheduled for July 4, the employer willFriday following Thanksgiving, within five (5) working or days during Summer Celebration. Use of the request being made, notify the member whether or not his/her request has been approved. Approval for compensatory time shall not be unreasonably withhelddenied and, if denied, the Employer shall advise the employee of the next available opportunity within a reasonable time period when the employee may use such compensatory time, if the employee so chooses. As soon as the employer notifies the member that his/her request has been Once approved, and if compensatory time off will not be rescinded. Compensatory time shall be taken at the employer determines that minimum of one-half (1/2) hour increments. Accumulation of compensatory time shall be replenishable, but shall be limited to eighty (80) hours. Whenever an employee has reached the shift will be filledmaximum accrual of compensatory time, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate to cover the shift will occur no less than seven (7) calendar days in advance of the beginning of the shift that needs to be covered. The employee being mandated will have the lowest number of all overtime hours worked and will shall be notified by a supervisor. In paid at the event appropriate overtime rate, until the employee being mandated is has reduced his compensatory time accrual below the maximum. If the Village eliminates Roll Call Credit Time, the maximum accrual of compensatory time shall be increased to one hundred eight (108) hours, but must be reduced to eighty (80) hours of compensatory time by April 30, or else the compensatory time in excess of eighty (80) hours shall be cashed out at the rate in effect on an approved leave and cannot April 30. Any employee who has more than eighty (80) hours of compensatory time on April 30 shall have such compensatory time reduced to eighty (80) hours by cashing out any compensatory time in excess of eighty (80) hours at the rate in effect on April 30. Upon separation, any unused compensatory time shall be provided sevenpaid at the employee's final regular rate of pay. At any time during the year, the employee may opt to cash out any amount of their accumulated compensatory time. Unused compensatory time shall be carried over from contract year to contract year, subject to the maximum carry-over limit of eighty (80) hours.

Compensatory Time. A Bargaining Unit member Overtime (excluding callback and reimbursable overtime) may choose to take be paid in the form of compensatory time off. For mandatory overtime, employees will have the option of choosing, for each incident, whether overtime hours worked will be paid or accumulated as compensatory time. Once the comp time or overtime slip is completed, it cannot be modified, except under the following circumstances:  Death of the employee (in lieu this event, payment will be made to the beneficiary); or  Involuntary separation of the employee. Voluntary overtime compensation if such choice is indicated during opportunities will be compensated as offered by the tour Department, but in no event will compensatory time accumulation exceed 48 hours. The Department will not limit the number of duty in which hours an employee can accumulate up to the overtime is workedmaximum of 48. Compensatory time shall will be credited to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½1½) hours for each overtime hour worked. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation to a maximum number of two hundred forty (240) hours. Once a Bargaining Unit member has reached times the maximum hours of compensatory time as compensation for overtime hours worked, all additional overtime will be paid. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance of compensatory time carried over into the following year shall count towards the two hundred forty (240) hour cap in that year. Compensatory time off must be taken at a time agreeable to the Department and the Bargaining Unit member. Approval for compensatory time off shall not be unreasonably withheld. Compensatory time off should be requested as far in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request compensatory time off at least 45 calendar days in advance, the employer will, within five (5) working days of the request being made, notify the member whether or not his/her request has been approved. Approval for compensatory time shall not be unreasonably withheld. As soon as the employer notifies the member that his/her request has been approved, and if the employer determines that the shift will be filled, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate to cover the shift will occur no less than seven (7) calendar days in advance of the beginning of the shift that needs to be covered. The employee being mandated will have the lowest number of overtime hours worked and will not accumulate beyond 48 hours. Compensatory time can only be notified by requested in no less than 1/4 hour increments. The use of compensatory time off will be allowed on the basis of operational requirements and necessity. All time off scheduling will default to compensatory time first unless it would result in the loss of accrued vacation leave. Compensatory time will also be used as a supervisorfirst default when sick is exhausted if not already identified. In the event an employee is denied the use of comp time and such denial is not consistent with provisions of the FLSA, the employee being mandated is on may demand payment of any of their accrued comp time bank. Such demand shall be submitted in the form of a memorandum to the employee’s supervisor who will forward to Payroll for processing. Accumulated compensatory time must be utilized prior to separation from the Department. In the event an approved leave and employee cannot be provided sevenscheduled this time off prior to separation, the employee will be paid for accumulated comp time remaining on the books. To request compensatory time in lieu of overtime, complete the Compensatory Time Request, LVMPD 307 (available as a template and hard copy). To request usage of accumulated compensatory time, complete a Leave Application and indicate “Compensatory Time” under Type of Leave. (Note: If using a Leave Application form that has not been revised to include Compensatory Time, cross out one of the other leave type categories and write in “Comp Time”.) The use of this procedure does not preclude a supervisor and an employee from mutually agreeing to a shift adjustment to accommodate activities during a work week. A shift adjustment must be made during the same work week and does not require completion of a leave slip or other documentation, unless the use of overtime/comp time is done in conjunction with the shift adjustment.

Compensatory Time. A Bargaining Unit member Overtime (excluding callback and reimbursable overtime) may choose to take be paid in the form of compensatory time off. For mandatory overtime, with less than two (2) week posting/notice, employees will have the option of choosing, for each incident, whether overtime hours worked will be paid or accumulated as compensatory time. Once the comp time or overtime slip is completed, it cannot be modified, except under the following circumstances:  Death of the employee (in lieu this event, payment will be made to the beneficiary); or  Involuntary separation of the employee. Voluntary overtime compensation if such choice is indicated during opportunities will be compensated as offered by the tour Department, but in no event will compensatory time accumulation exceed 48 60 hours. The Department will not limit the number of duty in which hours an employee can accumulate up to the overtime is workedmaximum of 4860. Compensatory time shall will be credited to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½1½) hours for each overtime hour worked. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation to a maximum number of two hundred forty (240) hours. Once a Bargaining Unit member has reached times the maximum hours of compensatory time as compensation for overtime hours worked, all additional overtime will be paid. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance of compensatory time carried over into the following year shall count towards the two hundred forty (240) hour cap in that year. Compensatory time off must be taken at a time agreeable to the Department and the Bargaining Unit member. Approval for compensatory time off shall not be unreasonably withheld. Compensatory time off should be requested as far in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request compensatory time off at least 45 calendar days in advance, the employer will, within five (5) working days of the request being made, notify the member whether or not his/her request has been approved. Approval for compensatory time shall not be unreasonably withheld. As soon as the employer notifies the member that his/her request has been approved, and if the employer determines that the shift will be filled, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate to cover the shift will occur no less than seven (7) calendar days in advance of the beginning of the shift that needs to be covered. The employee being mandated will have the lowest number of overtime hours worked and will not accumulate beyond 4860 hours. Compensatory time can only be notified by requested in no less than 1/4 hour increments. Effective July 1, 2020, employees will not be permitted to utilize more than 180 hour of compensatory time each year. The use of compensatory time off will be allowed on the basis of operational requirements and necessity. All time off scheduling will default to compensatory time first unless it would result in the loss of accrued vacation leave. Compensatory time will also be used as a supervisorfirst default when sick is exhausted if not already identified. In the event an employee is denied the use of comp time and such denial is not consistent with provisions of the FLSA, the employee being mandated is on may demand payment of any of their accrued comp time bank. Such demand shall be submitted in the form of a memorandum to the employee’s supervisor who will forward to Payroll for processing. Accumulated compensatory time must be utilized prior to separation from the Department. In the event an approved leave and employee cannot be provided sevenscheduled this time off prior to separation, the employee will be paid for accumulated comp time remaining on the books. To request compensatory time in lieu of overtime, complete the Compensatory Time Request, LVMPD 307 (available as a template and hard copy). To request usage of accumulated compensatory time, complete a leave request in ESS. Leave Application and indicate “Compensatory Time” under Type of Leave. (Note: If using a Leave Application form that has not been revised to include Compensatory Time, cross out one of the other leave type categories and write in “Comp Time”.) The use of this procedure does not preclude a supervisor and an employee from mutually agreeing to a shift adjustment to accommodate activities during a work week. A shift adjustment must be made during the same work week and does not require completion of a leave slip or other documentation, unless the use of overtime/comp time is done in conjunction with the shift adjustment.

Compensatory Time. A Bargaining Unit member 6/3/1 Scheduling of Compensatory Time Non-FLSA compensatory time earned by an employee shall be used prior to layoff or January 1, whichever comes first. When compensatory time credits have been earned by an employee for overtime work or work on a holiday, this accrued time shall be used prior to seasonal layoff or January 1, whichever comes first. However, if the Employer does not permit the employee to use accrued compensatory time by January 1, the employee may choose carry such credits into the first four months of the new calendar year. Compensatory time not used in those first four (4) months will be converted to take cash payment on May 1 of that year. The Employer will accommodate employee requests for compensatory time usage unless such requests will unduly disrupt operations, however, accrued compensatory time in lieu excess of overtime compensation if such choice is indicated during sixty (60) hours may be scheduled at the tour convenience of duty in which the overtime is workedEmployer. Compensatory For seasonal employees only, all accrued compensatory time shall be credited used at times and in amounts most desired by the employee, unless the use of such time is unduly disruptive of the agency’s operation. 6/3/2 Employees not covered by the Fair Labor Standards Act shall have the right to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½) hours for each overtime hour worked. Each Bargaining Unit member’s take earned compensatory time bank shall for overtime. At the Employer’s discretion, the employee may be limited paid in accumulation to a maximum number of two hundred forty (240) hours. Once a Bargaining Unit member has reached the maximum hours of cash for unused compensatory time as compensation for overtime hours worked, all additional overtime will be paidcredits. The Bargaining Unit member may choose to If cash is not paid the employee shall carry over any balance into such time until May 1 of the following year. Any balance of Unused compensatory time carried over into credits shall then be paid in cash at the following year shall count towards the two hundred forty (240) hour cap in that yearemployee’s current hourly rate. Compensatory time off must 6/3/3 Where overtime reports exist or computerized reports can be taken at a time agreeable produced without additional cost to the Department and the Bargaining Unit member. Approval for compensatory time off shall not be unreasonably withheld. Compensatory time off should be requested as far in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request compensatory time off at least 45 calendar days in advanceEmployer, the employer will, within five (5) working days Employer shall provide upon request of the request being made, notify the member whether or not his/her request has been approved. Approval for compensatory time shall not be unreasonably withheld. As soon as the employer notifies the member that his/her request has been approved, and if the employer determines that the shift will be filled, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift will be filledLocal Union President, a mandate to cover the shift will occur no less than seven (7) calendar days in advance biweekly report of the beginning of the shift that needs to be covered. The employee being mandated will have the lowest number of overtime hours worked and will which employees worked the overtime. This report shall be notified by a supervisor. In given to the event xxxxxxx in the employee being mandated is on an approved leave and cannot be provided sevenarea or to the local Union president as the local Union designates.

Compensatory Time. A An employee assigned to this Bargaining Unit member Pay 2 Plan may choose elect to take receive compensatory time off in lieu of overtime compensation if such choice pay for hours worked 3 in excess of the employee’s regularly scheduled hours that week. Forty (40) hour 4 employees may elect to receive compensatory time for hours worked over forty (40) in a 5 work week. Forty-eight (48) hour employees may elect to receive compensatory time for 6 hours worked over forty (40) in a work week. Fifty-six (56) hour employees may elect to 7 receive compensatory time for hours worked over forty (40) in a work week. Such 8 compensatory time is indicated during the tour of duty in which the overtime is worked. Compensatory time shall be credited to the Bargaining Unit member and accumulated awarded at the rate of one and one-half (1 ½) hours of time off for 9 each overtime hour worked. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation to of overtime, with a maximum number accrual of two hundred forty (240) hours. Once a Bargaining Unit member has reached 10 the maximum hours of compensatory time as are reached, compensation for overtime hours worked, all additional overtime will be paidmade in cash. The Bargaining Unit member may choose 11 An employee who earns overtime, but chooses to carry over any balance into the following year. Any balance of accrue compensatory time carried over into in lieu 12 of overtime payment, must elect to do so in writing by completing an Election of 13 Compensatory Time form which must be completed no later than the following year shall count towards last working day in 14 the two hundred forty (240) hour cap pay period in which overtime occurs. An employee who fails to complete this form 15 within the prescribed time will have overtime hours reported on the time sheet for the pay 16 period in which it was earned and will receive overtime pay. An employee who wishes to 17 utilize compensatory time to cover an absence must submit a request to utilize annual leave 18 for that yeartime period. If no overtime was generated as a result of this use of leave, the 19 employee may request to substitute compensatory time for the requested/approved annual 20 leave. This request to substitute compensatory time for the approved annual leave must be 21 made by the completion of the affected pay period. Compensatory time off must be taken 22 scheduled with supervisory approval and at a time agreeable mutually convenient to the Department employee 23 and the Bargaining Unit memberdepartment. Approval for If an employee terminates employment or transfers to another 24 department, the compensatory time off shall not be unreasonably withheld. Compensatory time off should be requested as far in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request compensatory time off at least 45 calendar days in advance, the employer will, within five (5) working days of the request being made, notify the member whether or not his/her request has been approved. Approval for compensatory time shall not be unreasonably withheld. As soon as the employer notifies the member that his/her request has been approved, and if the employer determines that the shift balance will be filled, paid at the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate to cover the shift will occur no less than seven (7) calendar days in advance time of the beginning of the shift that needs to be covered. The employee being mandated will have the lowest number of overtime hours worked and will be notified by a supervisor. In the event the employee being mandated is on an approved leave and cannot be provided seventermination or

Compensatory Time. A Bargaining Unit member Overtime (excluding callback and reimbursable overtime) may choose to take be paid in the form of compensatory time off. For mandatory overtime, employees will have the option of choosing, for each incident, whether overtime hours worked will be paid or accumulated as compensatory time. Once the comp time or overtime slip is completed, it cannot be modified, except under the following circumstances: • Death of the employee (in lieu this event, payment will be made to the beneficiary); or • Involuntary separation of the employee. Voluntary overtime compensation if such choice is indicated during opportunities will be compensated as offered by the tour Department, but in no event will compensatory time accumulation exceed 48 hours. The Department will not limit the number of duty in which hours an employee can accumulate up to the overtime is workedmaximum of 48. Compensatory time shall will be credited to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½1½) hours for each overtime hour worked. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation to a maximum number of two hundred forty (240) hours. Once a Bargaining Unit member has reached times the maximum hours of compensatory time as compensation for overtime hours worked, all additional overtime will be paid. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance of compensatory time carried over into the following year shall count towards the two hundred forty (240) hour cap in that year. Compensatory time off must be taken at a time agreeable to the Department and the Bargaining Unit member. Approval for compensatory time off shall not be unreasonably withheld. Compensatory time off should be requested as far in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request compensatory time off at least 45 calendar days in advance, the employer will, within five (5) working days of the request being made, notify the member whether or not his/her request has been approved. Approval for compensatory time shall not be unreasonably withheld. As soon as the employer notifies the member that his/her request has been approved, and if the employer determines that the shift will be filled, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate to cover the shift will occur no less than seven (7) calendar days in advance of the beginning of the shift that needs to be covered. The employee being mandated will have the lowest number of overtime hours worked and will not accumulate beyond 48 hours. Compensatory time can only be notified by requested in no less than 1/4 hour increments. The use of compensatory time off will be allowed on the basis of operational requirements and necessity. All time off scheduling will default to compensatory time first unless it would result in the loss of accrued vacation leave. Compensatory time will also be used as a supervisorfirst default when sick is exhausted if not already identified. In the event an employee is denied the use of comp time and such denial is not consistent with provisions of the FLSA, the employee being mandated is on may demand payment of any of their accrued comp time bank. Such demand shall be submitted in the form of a memorandum to the employee’s supervisor who will forward to Payroll for processing. Accumulated compensatory time must be utilized prior to separation from the Department. In the event an approved leave and employee cannot be provided sevenscheduled this time off prior to separation, the employee will be paid for accumulated comp time remaining on the books. To request compensatory time in lieu of overtime, complete the Compensatory Time Request, LVMPD 305 (available as a template and hard copy). To request usage of accumulated compensatory time, complete a Leave Application and indicate “Compensatory Time” under Type of Leave. (Note: If using a Leave Application form that has not been revised to include Compensatory Time, cross out one of the other leave type categories and write in “Comp Time”.) The use of this procedure does not preclude a supervisor and an employee from mutually agreeing to a shift adjustment to accommodate activities during a work week. A shift adjustment must be made during the same work week and does not require completion of a leave slip or other documentation, unless the use of overtime/comp time is done in conjunction with the shift adjustment.

Compensatory Time. A Bargaining Unit member may choose to take compensatory Compensatory time off in lieu of overtime compensation if such choice is indicated during pay shall be granted within the tour one hundred twenty hour limit at the option of duty in which the employee. Compensatory time will be granted at the rate of time and one half for each overtime is hour worked. Compensatory time shall be credited allowed to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½) hours for each overtime hour worked. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation accumulate to a maximum number of one hundred twenty (120) hours comp time. Holiday and personal leave are not to be considered as compensatory time. Current Departmental Compensatory Time Usage Policy shall be amended to increase the extra off-days from two hundred forty (2402) hours. Once a Bargaining Unit member has reached per pay period to three (3) per pay period, provided that the maximum hours current Vacation Policy with use of compensatory time as compensation for overtime hours workedwill remain unchanged. Should the department transition to ten (10) hour shifts, all additional overtime employees will be paid. The Bargaining Unit member may choose permitted to carry over any balance into the following year. Any balance of compensatory time carried over into the following year shall count towards the use two hundred forty (2402) hour cap EOD/Holidays in that year. Compensatory time off must be taken at a time agreeable to the Department conjunction with three (3) vacation days, and the Bargaining Unit memberextra off-days shall be increased to four (4) per pay period. Approval However, if the department at any time decides to revert back to eight hour or eight and a half hour work days, then the forgoing provision for compensatory time off extra off-days and EOD/Holidays shall not be unreasonably withheldrevert back to one (1) EOD/Holiday in conjunction with three (3) vacation days. Compensatory time off should be requested as far in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request compensatory time off at least 45 calendar days in advance, the employer will, within five (5) working days of the request being made, notify the member whether or not his/her request has been approved. Approval for All compensatory time shall be used prior to the end of the calendar year, or the City shall pay off up to eighty (80) hours of accumulated time by separate check not later than December 1. All other compensatory time shall be unreasonably withheld. As soon as the employer notifies the member that his/her request has been approvedused by November 15, and if the employer determines that the shift will or be filled, the employer will post the overtime assignment to cover approved for use by the member's supervisor before November 15. Employees working an eight (8) hour schedule may add two (2) EOD’s requestor HOL’s sixteen (16) hours within each twenty-four (24) consecutive hours of vacation (thee (3) days) submitted (other leaves are not to included). If there Employees working an ten (10) hour schedule may add two (2) EOD’s or HOL’s twenty (20) hours within each thirty (30) consecutive hours of vacation (thee (3) days) submitted (other leaves are not to included). No more than three (3) EOD’s or HOL’s per pay period are permitted when working an eight (8) hour schedule. No more than four (4) EOD’s or HOL’s per pay period are permitted when working a ten (10) hour schedule. This does not change the use of compensatory or Holiday time associated with vacation as described above. Any employee working an eight and one half (8.5) hour work day may add one (1) EOD’s or HOL’s (8.5 hours) in conjunction with three (3) vacation days (25.5 hours) and use no volunteers to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate to cover the shift will occur no less more than seven two (72) calendar days in advance of the beginning of the shift that needs to be covered. The employee being mandated will have the lowest number of overtime hours worked and will be notified by a supervisorEOD or HOL’s per pay period. In the event the employee being mandated department transitions to a twelve (12) hour schedule for any employee, they may add two (2) EOD’s or HOL’s (24 hours) with each thirty-six (36) consecutive hours of vacation (three days) submitted. No more than three (3) EOD or HOL’s per pay period are permitted when working a twelve (12) hour schedule. All compensatory time shall be used prior to the end of the calendar year, or the City shall pay off up to one hundred twenty (120) hours accumulated compensatory time and up to seventy (70) hours of accumulated holiday time or any combination thereof not to exceed 150 hours by separate check not later than December 1. All other compensatory time shall be used by November 15 or be approved for use by the member's supervisor before November 15. Compensatory time must be used or paid out in the calendar year it is on an approved leave and canearned. Compensatory time may not be provided sevencarried over into the next calendar year.

Compensatory Time. A Bargaining Unit member may choose to take compensatory time in lieu of overtime compensation if such choice is indicated during to management through the tour of duty in which the overtime is workedtimekeeping system. Compensatory time shall be credited to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½) hours for each overtime hour worked. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation to a maximum number of two hundred forty (240) hours. Once a Bargaining Unit member has reached the maximum hours of compensatory time as compensation for overtime hours worked, all additional overtime will be paid. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance of compensatory time carried over into the following year shall count towards the two hundred forty (240) hour cap in that year. Compensatory time off must be taken at a time agreeable to the Department and the Bargaining Unit member. Approval for compensatory time off shall not be unreasonably withheld. Compensatory time off should be requested as far in advance as possible but no later possible. Compensatory time off cannot create overtime if requested less than forty eight thirty (4830) hours days in advance. However, other qualified non-bargaining unit staff may be used for coverage in lieu of creating overtime when compensatory time is used by a Bargaining Unit Member at management’s discretion. When two or more Bargaining Unit members request compensatory time off at least 45 calendar days in advancefor the same day and operational needs require the limitation of the number of Bargaining Unit members who can be off, the employer will, within five (5) working days Bargaining Unit member who submitted the request first will be granted the time off. In situations where one or more Bargaining Unit members submit a compensatory time off request and one or more Bargaining Unit members submit a vacation time off request for the same day and operational needs require the limitation of the number of Bargaining Unit members who can be off, then the time off will be granted to the Bargaining Unit member who submitted their time off request being made, notify the member whether or not his/her request has been approvedfirst. Approval for compensatory Compensatory time off shall not be unreasonably withheld. As soon as denied simply because the employer notifies the approval of such time may require another Bargaining Unit member that his/her request has been approved, and if the employer determines that the shift will be filled, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate to cover the shift will occur no less than seven (7) calendar days in advance of the beginning of the shift that needs to be coveredscheduled to work in an overtime status. Compensatory time that is earned, but not taken within 365 days of being earned, shall be automatically paid out to the bargaining unit member. The employee being mandated bargaining unit member will have receive such pay out in their regular paycheck for the lowest number of overtime hours worked and will be notified by a supervisor. In pay period which includes the event the employee being mandated is on an approved leave and cannot be provided seven365th day.

Compensatory Time. A Bargaining Unit member may choose At the time overtime is worked by an employee, the employee has the option to take request either the overtime compensation or compensatory time. Compensatory time off in lieu of any overtime compensation if such choice is indicated during pay shall be accrued at the tour option of duty in which the overtime is workedemployee, up to the contractual maximum. Compensatory time off shall be credited to accrued on the Bargaining Unit member and accumulated at the rate basis of one time and one-half for actual overtime hours worked and may not be accumulated in excess of one hundred twenty (1 ½120) hours. No accumulation or usage of compensatory time within a given year in excess of one hundred twenty (120) hours for each will be allowed. Any overtime worked when the employee is at the compensatory accrual maximum will be paid at the normal overtime rate. An employee requesting to use accrued compensatory time must submit their written request to supervision at least twenty-four (24) hours prior to commencement of such leave. This 24-hour workedtime-limit may be waived by the Division Manager. Each Bargaining Unit memberWhere the 24-hour time-limit has been waived, the request and response shall be verbal. Management may deny the compensatory time off request, if it creates scheduling or overtime issues within the division. If Management denies the compensatory time off request, the employee may elect to cancel the request and the compensatory time will be added back to the employee’s compensatory time bank shall be limited in accumulation to a maximum number of two hundred forty (240) hours. Once a Bargaining Unit member has reached balance, or the maximum hours of employee may receive payment for the denied compensatory time as compensation for overtime hours worked, all additional overtime will be paid. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance of compensatory time carried over into the following year shall count towards the two hundred forty (240) hour cap in that yearoff request. Compensatory time off must may be taken at a time agreeable in units of not less than one tenth of one-hour (0.1) or six (6) minute increments. No later than November 1 of each contract year, employees may elect to cash out up to one hundred twenty (120) hours of compensatory time, and such lump sum shall be added to the Department and employee’s paycheck for the Bargaining Unit memberfirst pay period of December of each contract year. Approval If an employee elects to be paid out for compensatory time off shall not be unreasonably withheld. Compensatory time off should be requested as far in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request compensatory time off at least 45 calendar days in advancetime, the employer will, within five (5) working days of hours identified for payout will no longer be available for usage by the request being made, notify the member whether or not his/her request has been approved. Approval for compensatory time shall not be unreasonably withheld. As soon as the employer notifies the member that his/her request has been approved, and if the employer determines that the shift will be filled, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate to cover the shift will occur no less than seven (7) calendar days in advance of the beginning of the shift that needs to be covered. The employee being mandated will have the lowest number of overtime hours worked and will be notified by a supervisor. In the event the employee being mandated is on an approved leave and cannot be provided sevenemployee.

Compensatory Time. A Bargaining Unit member Except as provided in Article 4.2, to the extent permitted by the Fair Labor Standards Act, an employee wishing to carry over accumulated overtime may choose accumulate a total amount equal to take compensatory time in lieu 63 straight hours; provided, it shall be the obligation of overtime compensation if such choice is indicated during the tour employee to notify the department of duty their desire to do so prior to the payroll cut-off date for the pay period in which the overtime pay was earned. Employees with accumulated compensatory time may request use of such time by submitting the request in writing to their supervisor. Certain festival and holiday periods require full staffing, and compensatory time off will not be granted as it is workedconsidered an undue hardship. Compensatory Those days include the day of the Ski to Sea parade, the day of the Ski to Sea race, the Fourth of July, and New Year’s Eve. The City will not mandate overtime to cover compensatory time shall be credited off requests as this is also considered an undue hardship. The City will not pay more than time and one half to cover compensatory time off as that is also considered an undue hardship. Per Article 24, employees who volunteer to work on a holiday will not receive Holiday premium pay. Requests for compensatory time off received at least 14 days prior to the Bargaining Unit member requested time off will be granted by the City when it is not an undue hardship and accumulated at a staffing alternative is available or a qualified volunteer for overtime is found after timely posting of voluntary overtime sign up has been made by the rate of one and one-half (1 ½) hours supervisor. Requests for each overtime hour worked. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation off received less than 14 days prior to a maximum number of two hundred forty (240) hours. Once a Bargaining Unit member has reached the maximum hours of compensatory requested time as compensation for overtime hours worked, all additional overtime off will be paidconsidered an undue hardship and denied unless the employee is able to find a qualified volunteer replacement, or, the City, at its discretion, determines that an overtime replacement is not required. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance of compensatory time carried over into the following year shall count towards the two hundred forty (240) hour cap in that year. Compensatory time off must be taken at a time agreeable to the Department and the Bargaining Unit member. Approval All requests for compensatory time off shall not be unreasonably withheld. Compensatory time off should be requested as far in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request compensatory time off at least 45 calendar days in advance, the employer will, acted upon within five (5) working days of the request being madedays, notify the member whether or unless not his/her request has been approved. Approval for compensatory time shall not be unreasonably withheld. As soon as the employer notifies the member that his/her request has been approved, and if the employer determines that the shift will be filled, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate to cover the shift will occur no less than seven (7) calendar days in advance of the beginning of the shift that needs to be covered. The employee being mandated will have the lowest number of overtime hours worked and will be notified by a supervisor. In the event the employee being mandated is on an approved leave and cannot be provided sevenreasonably possible.

Compensatory Time. A Bargaining Unit member may choose When, because of the volume or nature of the programming work to take be completed, Employees are assigned or expected to work a total number of hours that exceed their regular workweek, Employees shall accrue compensatory time in lieu of overtime compensation if such choice is indicated during the tour of duty in which the overtime is workedoff. Compensatory time shall be credited to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½) hours accrued on an hour per hour basis. Employees shall not be paid overtime for each overtime hour workedearned compensatory time. Each Bargaining Unit member’s Accrued compensatory time bank shall must be limited in accumulation used after it is accrued, and on a different day within the same pay period on which the Employee was scheduled to a maximum number of two hundred forty (240work. Employees may request the day(s) hourson which they take compensatory time. Once a Bargaining Unit member has reached the maximum hours of compensatory time as compensation for overtime hours worked, all additional overtime Such requests will be paid. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance of compensatory time carried over into the following year shall count towards the two hundred forty (240) hour cap in that year. Compensatory time off must be taken at a time agreeable to the Department granted consistent with business need and the Bargaining Unit member. Approval for compensatory time off shall not be unreasonably withhelddenied. Compensatory For Employees who are paid on an hourly basis, if all compensatory time off should cannot be requested as far taken during the pay period in advance as possible but no later than forty eight (48) which it is accrued, such Employees shall be paid for the additional hours worked. For Employees who are paid on a salary basis, if all compensatory time cannot be taken during the pay period in advance. When Bargaining Unit members request which it is accrued, such Employees shall work with their supervisor to use the compensatory time off at least 45 calendar days in advancea future pay period. Remote Work Remote working arrangements are reviewed and approved based on organization and business needs. An Employee in a job title approved for remote work may be permitted to work remotely on an informal basis, such as for a short-term project, or on a formal basis in accordance with a schedule approved by their manager. Requests for remote work arrangements will be considered in accordance with staffing and business needs. To be eligible for a formal remote work arrangement, an Employee must: • Have successfully completed their introductory period • Adhere to time and attendance requirements • Be able to demonstrate the employer willability to meet attendance, within five (5) working days of the request being made, notify the member whether or not his/her request has been approved. Approval for compensatory time shall not be unreasonably withheld. As soon as the employer notifies the member that his/her request has been approvedproductivity, and if quality expectations with adequate independence • Not have received discipline in the employer determines previous 90 days or currently be on a performance improvement plan • Be able to demonstrate availability for meetings and other necessary modes of communication during working hours • Provide assurances that the shift will Employee is able to provide an appropriate remote work environment, including privacy, where required, reliable internet access and telephone service. Regardless of whether an Employee’s job title is deemed eligible for remote work, any individual Employee may be filled, the employer will post the overtime assignment required to cover the member’s requestreport for onsite work temporarily or permanently as business needs require. If there are no volunteers to cover PPGNY may adopt remote work policies not inconsistent with this need for overtime, and if the employer determines that the shift will be filled, a mandate to cover the shift will occur no less than seven (7) calendar days in advance of the beginning of the shift that needs to be covered. The employee being mandated will have the lowest number of overtime hours worked and will be notified by a supervisor. In the event the employee being mandated is on an approved leave and cannot be provided sevenprovision.

Compensatory Time. A Bargaining Unit member may choose to take compensatory time in lieu of overtime compensation if such choice is indicated during At the tour of duty in which employee's option, the overtime is worked. Compensatory time employee shall be credited to the Bargaining Unit member and accumulated with compensatory time at the appropriate overtime rate (of one and one-half (1 ½) hours for each overtime hour workedor double (2) time) as dictated by this Agreement, in lieu of paid overtime. Each Bargaining Unit member’s Requests to use compensatory time bank submitted on or before March 1 may be trumped by a vacation request submitted before March 1 for the same day. Requests to use compensatory time submitted after March 1 shall be limited in accumulation on equal footing as requests to a maximum number of two hundred forty (240) hours. Once a Bargaining Unit member has reached the maximum hours of compensatory use vacation or other time as compensation for overtime hours worked, all additional overtime will be paid. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance of compensatory time carried over into the following year shall count towards the two hundred forty (240) hour cap in that yearoff submitted after March 1. Compensatory time off must be taken at a time agreeable to the Department and the Bargaining Unit member. Approval for compensatory time off shall cannot be unreasonably withheld. Compensatory time off should be requested as far in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request compensatory time off at least 45 calendar days in advancescheduled for July 4, the employer willFriday following Thanksgiving, within five (5) working or days during Summer Celebration. Use of the request being made, notify the member whether or not his/her request has been approved. Approval for compensatory time shall not be unreasonably withhelddenied and, if denied, the Employer shall advise the employee of the next available opportunity within a reasonable time period when the employee may use such compensatory time, if the employee so chooses. As soon as the employer notifies the member that his/her request has been Once approved, and if compensatory time off will not be rescinded. Compensatory time shall be taken at the employer determines that minimum of one-half (1/2) hour increments. Accumulation of compensatory time shall be replenishable, but shall be limited to one hundred (100) hours. Whenever an employee has reached the shift will be filledmaximum accrual of compensatory time, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate to cover the shift will occur no less than seven (7) calendar days in advance of the beginning of the shift that needs to be covered. The employee being mandated will have the lowest number of all overtime hours worked and will shall be notified by a supervisor. In paid at the event appropriate overtime rate, until the employee being mandated is has reduced his compensatory time accrual below the maximum. If the Village eliminates Roll Call Credit Time, the maximum accrual of compensatory time shall be increased to one hundred thirty-two (132) hours, but must be reduced to eighty (80) hours by April 30, or else the compensatory time in excess of eighty (80) hours shall be cashed out at the rate in effect on an approved leave and cannot April 30. Any employee who has more than eighty (80) hours of compensatory time on April 30 shall have such compensatory time reduced to eighty (80) hours by cashing out any compensatory time in excess of eighty (80) hours at the rate in effect on April 30. Upon separation, any unused compensatory time shall be provided sevenpaid at the employee's final regular rate of pay. At any time during the year, the employee may opt to cash out any amount of their accumulated compensatory time. Unused compensatory time shall be carried over from contract year to contract year, subject to the maximum carry-over limit of eighty (80) hours.

Compensatory Time. A Bargaining Unit member may choose to take The amount of compensatory time in lieu of overtime compensation if such choice is indicated during the tour of duty in which the overtime is worked. Compensatory time credit earned shall be credited to the Bargaining Unit member and accumulated at the rate of equal one and one-half (1 ½1½) times the amount of actual overtime hours worked, pursuant to the eligibility standards of Section B. of this Article. An employee may, with prior notice to the Appointing Authority, and except as provided for each in Article 34 choose either to receive payment or compensatory time, for all overtime hour hours actually worked. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation , subject to a maximum number accumulation of two hundred forty (240) hours100 hours of compensatory time. Once Overtime credit earned on a Bargaining Unit member has reached particular day may not be split between pay and compensatory time, except once each year to allow the maximum employee to reach the annual 150 hour accrual cap. Subject to the 100-hour cap each fiscal year, an employee may accrue the first 150 hours of compensatory time as compensation for overtime at his/her sole discretion. Thereafter, during the remainder of the fiscal year any such accrual beyond the initial 150 hours worked, all additional overtime will shall only be paidby mutual agreement between the employee and the Employer. The Bargaining Unit member may choose to carry over any balance Compensatory time hours accumulated and not used in a fiscal year shall be carried forward into the following fiscal year. Any An employee who wishes to use such compensatory time may do so with the prior approval of the designated supervisor, who shall establish no criteria for such approval other than would be used to respond to an annual leave request. Compensatory time credits shall normally be used before the employee may utilize annual leave. An exception would be made (1) where an employee at the annual leave accrual maximum would thereby be caused to forfeit annual leave accrual; or (2) if the employee has an accumulated annual leave balance of at least 200 hours and wishes to use a block of time of eight or more hours of annual leave; or (3) the employee is using annual leave credits which he/she has notified the Employer will be "bought back", and the Union has confirmed it, but only in accordance with Article 7 of this Agreement. An employee who has accumulated 100 hours of compensatory time carried over into shall only be entitled to payment for any additional overtime worked. Upon separation for any reason which would require payment of annual leave balances, the following year employee shall count towards the two hundred forty (240) hour cap in that year. Compensatory time off must be taken at a time agreeable to the Department and the Bargaining Unit member. Approval paid for all unused compensatory time at base pay rates then in effect. Unused (and unpaid) compensatory time credits of an employee who is separated from state employment, or who transfers to a different appointing authority, shall be paid at the time of such separation or transfer. The rate of payment shall be either the employee's base rate, or the average base rate received by the employee during the last three years of employment, whichever is greater. Unused compensatory time credits of an employee who is laid off shall not be unreasonably withheldpaid in the same manner as annual leave. Compensatory time off should be requested as far in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request At the employee's option, the employee may apply to receive payment for unused compensatory time off at least 45 calendar days in advance, the employer will, within five (5) working days of the request being made, notify the member whether or not his/her request has been approved. Approval for compensatory time shall not be unreasonably withheld. As soon as the employer notifies the member that his/her request has been approved, and if the employer determines that the shift will be filled, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate to cover the shift will occur no less than seven (7) calendar days in advance of the beginning of the shift that needs to be coveredcredits. The employee being mandated will have shall provide the lowest agency with written notice of the number of overtime hours worked and will for which he/she wishes payment during the first full pay period in September. The maximum number of hours for which the employee may seek payment shall be notified the lesser of 80 hours, the number of compensatory time hours credited to the employee on the date of notice, or the number of compensatory time hours credited to the employee at the time that payment is made. Payment shall be made not later than the end of the first full pay period in the following December. The rate of payment shall be either the employee's base rate of pay at the time of payment, or the average base rate received by a supervisorthe employee during the last three years of employment, whichever is greater. In the event there are not sufficient funds allotted to pay off all the compensatory hours timely applied for, the available funds shall be allocated among requests on the basis of the applicants' seniority. An employee being mandated is on an approved leave and canwho applies for payment for unused compensatory time credits shall not be provided seveneligible to receive overtime pay in the form of compensatory time credits during the fiscal year which begins following the month in which application is made. Payment for unused compensatory time credits shall not be treated as hours worked or hours in pay status for purposes of overtime calculation or any benefit accrual. To implement this Subsection, the Department of Corrections and the Department of Health and Human Services will each establish a Department-wide account for FY 08-09, 09-10, 10-11. The amount for each of the fiscal years shall not exceed $100,000 in the Department of Corrections and $5,000 in the Department of Health and Human Services. These appropriations shall be available exclusively for the purpose of funding payments and related FICA and Retirement contributions to Security Unit employees for unused compensatory time credits in accordance with this Subsection. It is the intent of the parties that unspent and unencumbered balances at the end of a fiscal year shall be carried forward only for such use in the subsequent fiscal year, if authorized by the Legislature.

Compensatory Time. A Bargaining Unit member may choose to take The amount of compensatory time in lieu of overtime compensation if such choice is indicated during the tour of duty in which the overtime is worked. Compensatory time credit earned shall be credited to the Bargaining Unit member and accumulated at the rate of equal one and one-half (1 ½1½) times the amount of actual overtime hours worked, pursuant to the eligibility standards of Section B. of this Article. An employee may, with prior notice to the Appointing Authority, and except as provided for each in Article 34 choose either to receive payment or compensatory time, for all overtime hour hours actually worked. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation , subject to a maximum number accumulation of two hundred forty (240) hours100 hours of compensatory time. Once Overtime credit earned on a Bargaining Unit member has reached particular day may not be split between pay and compensatory time, except once each year to allow the maximum employee to reach the annual 150 hour accrual cap. Subject to the 100-hour cap each fiscal year, an employee may accrue the first 150 hours of compensatory time as compensation for overtime at his/her sole discretion. Thereafter, during the remainder of the fiscal year any such accrual beyond the initial 150 hours worked, all additional overtime will shall only be paidby mutual agreement between the employee and the Employer. The Bargaining Unit member may choose to carry over any balance Compensatory time hours accumulated and not used in a fiscal year shall be carried forward into the following fiscal year. Any The compensatory hours accrued by employees shall not be used in the calculation of the annual leave formula. An employee who wishes to use such compensatory time may do so with the prior approval of the designated supervisor, who shall establish no criteria for such approval other than would be used to respond to an annual leave request. Compensatory time credits shall normally be used before the employee may utilize annual leave. An exception would be made (1) where an employee at the annual leave accrual maximum would thereby be caused to forfeit annual leave accrual; or (2) if the employee has an accumulated annual leave balance of at least 200 hours and wishes to use a block of time of eight or more hours of annual leave; or (3) the employee is using annual leave credits which he/she has notified the Employer will be "bought back", and the Union has confirmed it, but only in accordance with Article 7 of this Agreement. An employee who has accumulated 100 hours of compensatory time carried over into shall only be entitled to payment for any additional overtime worked. Upon separation for any reason which would require payment of annual leave balances, the following year employee shall count towards the two hundred forty (240) hour cap in that year. Compensatory time off must be taken at a time agreeable to the Department and the Bargaining Unit member. Approval paid for all unused compensatory time at base pay rates then in effect. Unused (and unpaid) compensatory time credits of an employee who is separated from state employment, or who transfers to a different appointing authority, shall be paid at the time of such separation or transfer. The rate of payment shall be either the employee's base rate, or the average base rate received by the employee during the last three years of employment, whichever is greater. Unused compensatory time credits of an employee who is laid off shall not be unreasonably withheldpaid in the same manner as annual leave. Compensatory time off should be requested as far in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request At the employee's option, the employee may apply to receive payment for unused compensatory time off at least 45 calendar days in advance, the employer will, within five (5) working days of the request being made, notify the member whether or not his/her request has been approved. Approval for compensatory time shall not be unreasonably withheld. As soon as the employer notifies the member that his/her request has been approved, and if the employer determines that the shift will be filled, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate to cover the shift will occur no less than seven (7) calendar days in advance of the beginning of the shift that needs to be coveredcredits. The employee being mandated will have shall provide the lowest agency with written notice of the number of overtime hours worked and will for which he/she wishes payment during the first full pay period in September. The maximum number of hours for which the employee may seek payment shall be notified the lesser of 80 hours, the number of compensatory time hours credited to the employee on the date of notice, or the number of compensatory time hours credited to the employee at the time that payment is made. Payment shall be made not later than the end of the first full pay period in the following December. The rate of payment shall be either the employee's base rate of pay at the time of payment, or the average base rate received by a supervisorthe employee during the last three years of employment, whichever is greater. In the event there are not sufficient funds allotted to pay off all the compensatory hours timely applied for, the available funds shall be allocated among requests on the basis of the applicants' seniority. An employee who applies for payment for unused compensatory time credits shall not be eligible to receive overtime pay in the form of compensatory time credits during the fiscal year which begins following the month in which application is made. Payment for unused compensatory time credits shall not be treated as hours worked or hours in pay status for purposes of overtime calculation or any benefit accrual. Compensatory hours for which the employee being mandated is on an approved leave and canhas requested payoff pursuant to the paragraphs above shall not be provided sevenincluded in the annual leave formula. To implement this Subsection, the Department of Corrections and the Department of Health and Human Services will each establish a Department- wide account for FY 08-09, 09-10, 10-11. The amount for each of the fiscal years shall not exceed $100,000 in the Department of Corrections and $5,000 in the Department of Health and Human Services. These appropriations shall be available exclusively for the purpose of funding payments and related FICA and Retirement contributions to Security Unit employees for unused compensatory time credits in accordance with this Subsection. It is the intent of the parties that unspent and unencumbered balances at the end of a fiscal year shall be carried forward only for such use in the subsequent fiscal year, if authorized by the Legislature.

Compensatory Time. A Bargaining Unit member may choose Subd (a) Purpose The parties recognize that the members of the bargaining unit are supervisory employees and, as such, will frequently have professional responsibilities that will require them to take work a number of hours in a day or days in a week which are more than the traditional work periods for employees who are considered non-exempt under the federal Fair Labor Standards Act. Because public employees are accountable to the public for time spent working and,‌‌ therefore, cannot enjoy the same flexibility in scheduling their work that enjoyed by salaried employees in the private sector, it is appropriate to have a system to document occasional absences from work that reasonably off-set long hours or extra days. Subd (b) Subd (c) Subd (d) Subd (e) Subd (t)‌ Accrual of Compensatory Time An employee becomes eligible to earn compensatory time in lieu of overtime compensation if such choice is indicated when he or she works more than eighty (80) hours during the tour of duty in which the overtime is workeda two-week payroll period. Compensatory time shall be granted for such hours only where such hours were worked for purposes consistent with departmental policy and where the employee obtained the prior approval of his/her supervisor. When compensatory time is granted, the employee shall receive one (1) hour of compensatory time for each hour so worked. Maximum Accrual Accrued compensatory time earned by an employee shall be credited to a compensatory time bank. The maximum allowable balance in the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½) hours for each overtime hour worked. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation to a maximum number of two hundred forty for any employee is twenty-four (24024) hours. Once a Bargaining Unit member has reached the maximum hours of No compensatory time as shall be earned or accrued to the extent that it would cause the employee's compensatory bank to exceed twenty-four (24) hours except when approved by the appropriate General Manager and no compensation shall be payable by the Board for overtime hours worked, all additional overtime will such excess hours. An employee shall be paid. The Bargaining Unit member may choose allowed to carry over any balance into an additional eight (8) hours in the following year. Any balance of employee's compensatory time carried over into bank beyond the following year shall count towards the two hundred forty twenty-four (24024) hour cap maximum, provided those eight (8) hours are earned while the employee is working one of the holidays defined in that yearthis Labor Agreement. Liquidation of Compensatory Time Compensatory time off must shall be taken at a time agreeable scheduled and approved in advance. Employees and their supervisors shall diligently work together to the Department and the Bargaining Unit member. Approval for schedule compensatory time off so that employees may make maximum use of their accrued compensatory time without unreasonably disrupting the business of the Board. Assistant Managers of Golf Course, Facility Coordinator Ice Rinks, and Facility Coordinator Edison Ice Rink must reduce their compensatory time bank to zero by the end of the last payroll period in December of the year in which the compensatory time is earned. No Duplication Compensation shall not be unreasonably withheldpaid more than once for the same hours under any provisions of this Agreement. Compensatory time off should be requested as far in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request No Severability The terms and conditions of this compensatory time off at least 45 calendar days in advancesystem are the product of collective bargaining and reflect compromises by both parties. If any portion of this Section 11.5 is ruled to be illegal or unenforceable, the employer will, within five (5) working days of the request being made, notify the member whether or not his/her request has been approved. Approval for this entire section shall be null and void and there shall be no compensatory time system unless and until the parties subsequently agree in writing. If this section 11.5 is rendered null and void, either party may request that the parties meet and negotiate regarding compensatory time and such negotiations shall not be unreasonably withheld. As commence as soon as the employer notifies the member that his/her request has been approved, and if the employer determines that the shift will be filled, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate to cover the shift will occur no less than seven (7) calendar days in advance of the beginning of the shift that needs to be covered. The employee being mandated will have the lowest number of overtime hours worked and will be notified by a supervisor. In the event the employee being mandated is on an approved leave and cannot be provided sevenpractical.

Compensatory Time. A Bargaining Unit member Overtime (excluding callback and reimbursable overtime) may choose to take be paid in the form of compensatory time off. For mandatory overtime, with less than two (2) week posting/notice, employees will have the option of choosing, for each incident, whether overtime hours worked will be paid or accumulated as compensatory time. Once the comp time or overtime slip is completed, it cannot be modified, except under the following circumstances: • Death of the employee (in lieu this event, payment will be made to the beneficiary); or • Involuntary separation of the employee. Voluntary overtime compensation if such choice is indicated during opportunities will be compensated as offered by the tour Department, but in no event will compensatory time accumulation exceed 60 hours. The Department will not limit the number of duty in which hours an employee can accumulate up to the overtime is workedmaximum of 60. Compensatory time shall will be credited to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½1½) times the hours for each overtime hour worked. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation to a maximum number of two hundred forty (240) worked and will not accumulate beyond 60 hours. Once a Bargaining Unit member has reached the maximum hours Compensatory time can only be requested in no less than 1/4 hour increments. Effective July 1, 2020, employees will not be permitted to utilize more than 180 hour of compensatory time as compensation for overtime hours worked, all additional overtime will be paideach year. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance use of compensatory time carried over into off will be allowed on the following year shall count towards basis of operational requirements and necessity. All time off scheduling will default to compensatory time first unless it would result in the two hundred forty (240) hour cap in that yearloss of accrued vacation leave. Compensatory time off will also be used as a first default when sick is exhausted if not already identified. In the event an employee is denied the use of comp time and such denial is not consistent with provisions of the FLSA, the employee may demand payment of any of their accrued comp time bank. Such demand shall be submitted in the form of a memorandum to the employee’s supervisor who will forward to Payroll for processing. Accumulated compensatory time must be taken at a time agreeable utilized prior to separation from the Department and Department. In the Bargaining Unit member. Approval for compensatory event an employee cannot be scheduled this time off shall not prior to separation, the employee will be unreasonably withheldpaid for accumulated comp time remaining on the books. Compensatory time off should be requested as far in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members To request compensatory time off in lieu of overtime, complete the Compensatory Time Request, LVMPD 307 (available as a template and hard copy). To request usage of accumulated compensatory time, complete a leave request in ESS. The use of this procedure does not preclude a supervisor and an employee from mutually agreeing to a shift adjustment to accommodate activities during a work week. A shift adjustment must be made during the same work week and does not require completion of a leave slip or other documentation, unless the use of overtime/comp time is done in conjunction with the shift adjustment. Employees in the Detention Services Division and the Communications Bureau will be entitled to use at least 45 calendar days in advanceone (1) shift within six (6) weeks from earning compensatory time, pursuant to the employer will, within five (5) working days terms below: Use of the request being made, notify the member whether or not his/her request has been approved. Approval for compensatory time shall not leave may only be unreasonably withheld. As soon as the employer notifies the member that his/her request has been approved, and denied if the employer determines that the shift will be filled, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate to cover the shift will occur no less than seven use was not requested at least ten (710) calendar days in advance of the beginning use of the shift that needs to leave or, in limited extraordinary circumstances, use can be covereddenied as approved by the bureau commander. The Unless, approved by the supervisor, no more than one employee being mandated will have the lowest number of overtime hours worked and from any section will be notified by a supervisor. In the event the employee being mandated is on an approved allowed to use compensatory leave and cannot be provided sevenunder this provision at any one time.

Compensatory Time. A Bargaining Unit member Compensatory time at a time and one-half (1-1 /2) rate may choose to take be earned at such times and in such time blocks as are mutually agreed upon between the involved employee and his supervisor. If mutual agreement on compensatory time in lieu of overtime compensation if such choice is indicated during cannot be reached, the tour of duty in which the overtime is worked. Compensatory time employee shall be credited to the Bargaining Unit member and accumulated at the rate of receive one and one-half (1 ½1-1/2) hours times his rate of pay for each overtime hour workedworked in accordance with the provisions of Section 4.4. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation Employees may accumulate up to a maximum number of two hundred forty (240) hours. Once a Bargaining Unit member has reached the maximum hours of compensatory time as compensation for overtime during a fiscal year. All such time in excess of 140 hours worked, all additional overtime will must be paidtaken or sold prior to the end of each fiscal year. The Bargaining Unit member may choose to carry over any balance into remaining time at the following yearend of the fiscal year shall become non-sellable compensatory time. Any balance of current non-sellable compensatory time carried over into shall remain non-sellable during the following year term of this Agreement, except upon separation from the Department. Upon separation, an employee shall count towards the two hundred forty (240) hour cap be paid all accumulated compensatory time at his then current rate of pay. Compensatory time submitted for payment shall be submitted on a quarterly basis, in that yearDecember. April, July and October. Compensatory time off must may, upon approval of the Chief or his designee. be taken at straight-time amounts (8.5 hours charge for each day taken) if another employee does not need to be called in to maintain departmental manpower requirements. However, if another employee must be called in or held over to maintain manpower requirements, and the Chief or his designee still approves a compensatory time agreeable off request, such time off shall be charged at an overtime rate of 1.5 hours charged for each 1 hour taken. Compensatory time off may only be taken in 30 minute increments, except upon written approval of the Chief or his designee. Employees assigned to the Department and detective division shall earn 8 hours of non-sellable compensatory time off per month in those months that such employee is on call in the Bargaining Unit memberdetective division. Approval The parties agree that the Chief of Police or his designee shall not deny compensatory time or any request for compensatory time off shall not be unreasonably withheldexcept to maintain safe manpower levels. Compensatory Benefit Time - Employees will continue to earn benefit time off should be requested as far in advance as possible but no later than forty at the rate of eight (48) 8) hours in advancefor each day of benefit time (vacation, floating holidays, personal days, holidays and sick days). When Bargaining Unit members request compensatory time off at least 45 calendar days in advanceIn order to be absent for a day, the employer will, within five (5) working days an employee must utilize 8.5 hours of the request being made, notify appropriate applicable benefit time. Employees may carryover from one calendar year to the member whether or not his/her request has been approved. Approval for compensatory time shall not be unreasonably withheld. As soon as the employer notifies the member that his/her request has been approved, and if the employer determines that the shift will be filled, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate to cover the shift will occur no next vacation of less than seven (7) calendar days in advance of the beginning of the shift that needs to be covered. The employee being mandated will have the lowest number of overtime hours worked and will be notified by a supervisor. In the event the employee being mandated is on an approved leave and cannot be provided seven8.5 hours.

Compensatory Time. A Bargaining Unit member An employee may choose accrue up to take compensatory time in lieu of overtime compensation if such choice is indicated during the tour of duty in which the overtime is worked. Compensatory time shall be credited to the Bargaining Unit member and accumulated at the rate of one and one-half maintain eighty (1 ½80) hours for each overtime hour worked. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation to a maximum number of two hundred forty (240) hours. Once a Bargaining Unit member has reached the maximum hours of compensatory time as compensation for overtime off in lieu of cash payment. No employee may accrue more than eighty (80) hours worked, all additional overtime will be paid. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance of compensatory time. In order to be eligible to earn compensatory time, employees must submit an accurate daily attendance report (DAR) within ten (10) calendar days of the day the compensatory time carried over into the following year shall count towards the two hundred forty was earned including all compensatory time earned on that day. Employees may not submit DAR’s that reflect compensatory time earned on any other day. Accrued compensatory time may be cashed out six (2406) hour cap times each year: February, April, June, August, October, and in that yearDecember. Compensatory Requests to use accrued compensatory time off must be taken at a time agreeable submitted to the Police Department in writing and shall be granted as set forth below. If the Bargaining Unit member. Approval for compensatory time off shall not be unreasonably withheld. Compensatory request, at the time off should be requested as far in advance as possible but no later than forty eight of submission, necessitates the assignment of overtime (48OT) hours in advance. When Bargaining Unit members request to cover its use, and the compensatory time off at least 45 calendar days in advance, the employer will, within five request was submitted more than twenty-four (524) working days of the request being made, notify the member whether or not his/her request has been approved. Approval for compensatory time shall not be unreasonably withheld. As soon as the employer notifies the member that his/her request has been approved, and if the employer determines that the shift will be filled, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate to cover the shift will occur no less than seven (7) calendar days hours in advance of the beginning start of said shift, the Department shall make reasonable efforts to fill the OT shift. This customarily includes, but is not limited to, posting the OT on the Operations Division Roll Call board and/or OT sign-up sheet area and advertising via Department email to the Police Sworn Officers email distribution list. The Sergeant or other Police Administrator receiving the comp time request is responsible for posting the notifications of available OT prior to the end of the shift during which the compensatory time request was received. If the OT is filled by a volunteer, the Department will mark it on the schedule and send a confirmatory email to the officer who requested the comp time off. If the OT is not filled at the twenty-four (24) hour xxxx xxxxx to the start of the requested shift for which compensatory time was submitted, the Department will make reasonable efforts to notify the requesting member that the OT shift has not yet been filled, customarily with a personal phone call or Department email. Acknowledging that the operational needs of the Department may prevent a supervisor from making this notification right at the twenty-four (24) hour mark, the requesting member will also make reasonable efforts to be coveredcontact the on-duty supervisor at that time and verify the status of the requested shift. Once the requesting member is aware that the OT has not been filled, the responsibility now lies with the requesting officer to either find a volunteer for the OT shift or work the shift him/herself. If the compensatory time off request is submitted less than twenty-four (24) hours before the start of the shift, the responsibility lies with the requesting officer to either find a volunteer for the OT shift or work the shift him/herself. The employee being mandated requesting officer or sergeant may find a volunteer up to the regularly scheduled start of the requested compensatory time off shift. The requesting officer or sergeant, upon finding a volunteer, will have notify by personal phone call or Department email, or both, the lowest number on-duty patrol sergeant of overtime hours worked and will be notified by a supervisorthe fulfillment of the OT shift. In the event the employee being mandated is on an approved leave and a volunteer cannot be found by the start of the requested shift, the comp time off request is denied, and the requesting officer or sergeant will be required to work the shift. Except as provided sevenin Article 11.6, in the event an officer or sergeant submits a compensatory time off request that necessitates OT as part of a block of requested PTO or other leave, if the comp time off request(s) generates two (2) or less shifts of OT for the duration of the leave block, the Department will not cancel the request, even if the OT is not voluntarily filled. A block of leave commonly refers to a week of work, or more, bookended by two sets of regularly scheduled days off. The Department will support the compensatory time off request by working to fill the shift. GPOA members will communicate clearly and unambiguously with the Department as to who has volunteered to work the requested compensatory time off shift, if applicable.

Compensatory Time. A Bargaining Unit member Employees may choose to take place overtime hours into the compensatory time bank if approved by the Director of Public Works or his designee, and within the limits stated herein in lieu of overtime compensation if pay for such choice is indicated during the tour of duty in which the overtime is worked. Compensatory time shall be credited to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½) hours for each overtime hour worked. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation to a maximum number of two hundred forty (240) hours. Once Except as provided herein, employees may accumulate no more than a Bargaining Unit member has reached the maximum total of eighty (80) hours of compensatory time at any given time, which if accumulated may be used on a rolling basis. When the manpower needs of the Department are met, such earned overtime may be taken as compensation compensatory time off, subject to the "scheduling of vacation/reclaim/holiday benefit usage" policy established by the Director of Public Works. Requests shall be granted in order of their submission. In case of two (2) or more requests are submitted on the same date for overtime hours workedthe same reclaim time off, seniority shall prevail. Subject to the approval of the Village Manager, the VILLAGE may buy back up to fifty percent (50%) of an employee’s accrued compensatory time off up to two different times in a fiscal year, to be paid out in cash as follows: the VILLAGE may buy back up to 50% of the compensatory time of some or all additional overtime will be paidof the employees’ compensatory time bank on or about March 31st of each year. The Bargaining Unit member VILLAGE may choose to carry over any balance into also buy back 50% one other time during the following year. Any balance of compensatory time carried over into the following calendar year shall count towards the two hundred forty (240) hour cap in that year. Compensatory time off must be taken at a time agreeable determined by the VILLAGE for one or more employees. It is expressly understood that the VILLAGE’s exercise of its right to the Department and the Bargaining Unit member. Approval for compensatory time off shall not be unreasonably withheld. Compensatory time off should be requested as far in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request compensatory time off at least 45 calendar days in advance, the employer will, within five (5) working days of the request being made, notify the member whether or not his/her request has been approved. Approval for buy back compensatory time shall not be unreasonably withheldmade in a non capricious and non arbitrary manner. As soon as the employer notifies the member that his/her request If an employee has previously scheduled compensatory time off, and such time off has been approved, and if the employer determines VILLAGE shall not be permitted to buy back time in such a manner that would cause the shift will be filledemployee to lose the previously scheduled time off. In regards to the potential buy back of time that does not occur on March 31st, the employer will post VILLAGE shall give two weeks’ notice. Under no circumstances shall overtime hours paid in accordance with the overtime assignment to cover the member’s requestFair Labor Standards Act also be taken as compensatory time off. If there are no volunteers any portion of this section is found to cover this need for overtime, and if violate the employer determines that the shift will be filled, a mandate to cover the shift will occur no less than seven (7) calendar days in advance terms of the beginning of the shift that needs to FLSA, this entire section 11.08 shall sunset and be covered. The employee being mandated will have the lowest number of overtime hours worked and will be notified by a supervisor. In the event the employee being mandated is on an approved leave and cannot be provided sevenremoved from this Agreement.

Compensatory Time. A Bargaining Unit member Overtime (excluding callback and reimbursable overtime) may choose to take be paid in the form of compensatory time off. For mandatory overtime, with less than two (2) week posting/notice, employees will have the option of choosing, for each incident, whether overtime hours worked will be paid or accumulated as compensatory time. Once the comp time or overtime slip is completed, it cannot be modified, except under the following circumstances: • Death of the employee (in lieu this event, payment will be made to the beneficiary); or • Involuntary separation of the employee. Voluntary overtime compensation if such choice is indicated during opportunities will be compensated as offered by the tour Department, but in no event will compensatory time accumulation exceed 60 hours. The Department will not limit the number of duty in which hours an employee can accumulate up to the overtime is workedmaximum of 60. Compensatory time shall will be credited to the Bargaining Unit member and accumulated at the rate of one and one-half (1 ½1½) hours for each overtime hour worked. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation to a maximum number of two hundred forty (240) hours. Once a Bargaining Unit member has reached times the maximum hours of compensatory time as compensation for overtime hours worked, all additional overtime will be paid. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance of compensatory time carried over into the following year shall count towards the two hundred forty (240) hour cap in that year. Compensatory time off must be taken at a time agreeable to the Department and the Bargaining Unit member. Approval for compensatory time off shall not be unreasonably withheld. Compensatory time off should be requested as far in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request compensatory time off at least 45 calendar days in advance, the employer will, within five (5) working days of the request being made, notify the member whether or not his/her request has been approved. Approval for compensatory time shall not be unreasonably withheld. As soon as the employer notifies the member that his/her request has been approved, and if the employer determines that the shift will be filled, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate to cover the shift will occur no less than seven (7) calendar days in advance of the beginning of the shift that needs to be covered. The employee being mandated will have the lowest number of overtime hours worked and will not accumulate beyond 60 hours. Compensatory time can only be notified by requested in no less than 1/4 hour increments. Effective July 1, 2020, employees will not be permitted to utilize more than 180 hour of compensatory time each year. The use of compensatory time off will be allowed on the basis of operational requirements and necessity. All time off scheduling will default to compensatory time first unless it would result in the loss of accrued vacation leave. Compensatory time will also be used as a supervisorfirst default when sick is exhausted if not already identified. In the event an employee is denied the use of comp time and such denial is not consistent with provisions of the FLSA, the employee being mandated is on may demand payment of any of their accrued comp time bank. Such demand shall be submitted in the form of a memorandum to the employee’s supervisor who will forward to Payroll for processing. Accumulated compensatory time must be utilized prior to separation from the Department. In the event an approved leave and employee cannot be provided sevenscheduled this time off prior to separation, the employee will be paid for accumulated comp time remaining on the books. To request compensatory time in lieu of overtime, complete the Compensatory Time Request, LVMPD 307 (available as a template and hard copy). To request usage of accumulated compensatory time, complete a leave request in ESS. The use of this procedure does not preclude a supervisor and an employee from mutually agreeing to a shift adjustment to accommodate activities during a work week. A shift adjustment must be made during the same work week and does not require completion of a leave slip or other documentation, unless the use of overtime/comp time is done in conjunction with the shift adjustment.

Compensatory Time. A Bargaining Unit member may choose to take Employees working overtime shall receive either pay or compensatory time in lieu of overtime compensation if such choice is indicated during off (CTO). If the tour of duty in which the overtime is worked. Compensatory time employee requests to earn CTO, it shall be credited granted, provided, however, the Department Head has discretion to deny a particular request to earn CTO only if granting the request to earn CTO would impose an unreasonable burden on the department's ability to provide services of acceptable quality or quantity for the public. The bases for any denial of the right to accrue CTO will be given to the Bargaining Unit member and accumulated employee in writing after the employee submits their time card, but before the time card is approved. at the rate of one and one-half department head’s discretion (1 ½such that a Department Head may deny an employee to earn CTO at any time due to operational need) hours except for each premium payments For overtime hour worked. Each Bargaining Unit member’s compensatory time bank worked on a holiday, the employee shall be limited in accumulation granted CTO if requested and the Department does not have discretion to a maximum number deny the accrual of two hundred forty (240) hoursCTO. Once a Bargaining Unit member has reached for working holidays which shall be at the maximum employee’s discretion. Employees can accumulate up to 8060 hours of compensatory time as compensation each calendar year. Since CTO is earned at 1.5 hours for each hour of overtime hours worked, all additional 860 hours of CTO equates to 53.3340 hours of overtime worked. Any CTO which employees have accrued that is still on the books at the end of each calendar year will be paid. The Bargaining Unit member may choose to carry over any balance into cashed out in January of the following year. Any balance Employees can then begin accruing CTO (to be used in the same calendar year) starting on the pay period that includes January 1. Once an employee has 60 hours of compensatory time carried over into the following year shall count towards the two hundred forty (240) hour cap in that year. Compensatory time off must be taken at a time agreeable to the Department and the Bargaining Unit member. Approval for compensatory time off shall accumulated CTO, he/she cannot be unreasonably withheld. Compensatory time off should be requested as far in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request compensatory time off at least 45 calendar days in advance, the employer will, within five (5) working days of the request being made, notify the member whether or not accumulate any additional CTO until his/her request has been approvedbank is below 60 hours. Approval Employees will be cashed out of any accumulated CTO at their then existing regular rate of pay when they leave employment with the City or are promoted/move into a bargaining unit which does not have CTO for employees in the unit (e.g. a promotion to the Management and Professional Association). An employee wishing to use his/hertheir accumulated compensatory time shall not be unreasonably withheld. As soon as the employer notifies the member that must provide reasonable notice to his/her hertheir supervisor. If reasonable notice is provided, the request has been approved, and will only be denied if the employer determines request is unduly disruptive to the operations of the employee’s department. For purposes of this MOUagreement, reasonable notice is defined as at least one calendar week. If an employee wishes to use compensatory time without providing reasonable notice, the decision to grant or deny that the shift request will be filled, at the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift will be filled, a mandate to cover the shift will occur no less than seven (7) calendar days in advance discretion of the beginning of the shift that needs to be covered. The employee being mandated will have the lowest number of overtime hours worked and will be notified by a employee’s supervisor. In the event the employee being mandated is on an approved leave and cannot be provided seven.

Compensatory Time. A Bargaining Unit member may choose non-exempt Employee required to take work overtime will be paid overtime at time-and-a- half UNLESS they choose, with the approval of their supervisor, to receive credit for compensatory time in lieu of overtime compensation if such choice is indicated during pay. If the tour of duty in which the overtime is worked. Compensatory Employee chooses this comp time shall be credited to the Bargaining Unit member and accumulated option, they will receive comp time at the a rate of one and one-and-one-half (1 ½) hours of compensatory time-off for each hour of overtime hour worked. Each Bargaining Unit member’s compensatory time bank shall be limited in accumulation , up to a maximum number of one hundred (100) comp time hours at any one time. Any hours over this limit shall be paid for at the overtime rate. For overtime hours worked on the seventh (7th) straight day of work by the Employee or for mandatory Sunday overtime, the Employee receiving approved comp time shall be credited with two hundred forty (2402) hours. Once a Bargaining Unit member has reached the maximum hours of compensatory time-off for each hour of overtime worked. An employee may only roll over one hundred (100) hours of comp time as compensation from one year to the next. Upon implementation of this agreement, any Requests for overtime hours worked, all additional overtime will be paid. The Bargaining Unit member may choose to carry over any balance into the following year. Any balance use of compensatory time carried over into shall be made by the following year Employee to their supervisor in the same way as for vacation leave. Such requests shall count towards be granted within a reasonable period given due consideration by the two hundred forty (240) hour cap in that year. Compensatory time off must be taken at a time agreeable to supervisor of the Department desires of the Employee, normal schedule of work, anticipated peak workloads, emergency requirements of staff and services, and the Bargaining Unit memberneed for and availability of qualified substitute staff. Approval Requests for compensatory time off shall not be unreasonably withheld. Compensatory time off should be requested as far in advance as possible but no later than forty eight (48) hours in advance. When Bargaining Unit members request compensatory time off at least 45 calendar days in advance, the employer will, within five (5) working days use of the request being made, notify the member whether or not his/her request has been approved. Approval for compensatory time shall not be unreasonably withheldgranted if doing so will unduly disrupt operation. As soon as the employer notifies the member that his/her request has been approved, and if the employer determines that the shift Full-time inspection Employees will be filledencouraged to use their accrued compensatory time during off-peak workload periods. pon termination of employment, the employer will post the overtime assignment to cover the member’s request. If there are no volunteers to cover this need for overtime, and if the employer determines that the shift non-exempt Employees will be filledpaid for any accrued, a mandate to cover but unused compensatory time hours at their current straight time rate of pay at the shift will occur no less than seven (7) calendar days in advance time of the beginning of the shift that needs to be covered. The employee being mandated will have the lowest number of overtime hours worked and will be notified by a supervisor. In the event the employee being mandated is on an approved leave and cannot be provided sevenrequest or termination.