Common use of Payment for Overtime Clause in Contracts

Payment for Overtime. The current practice regarding eligibility for overtime shall be maintained. Employees covered under FLSA, with the approval of the employer, may elect to take compensatory time, paid at time and one-half, or for weather-related emergencies, double time, in lieu of cash payments for overtime. Employees will inform the employer of their choice of cash overtime or compensatory time before working the overtime. Employees will be allowed to declare their election of compensatory time prior to working overtime but in no case more than on a pay period basis. Opportunities for employees to work overtime will not be affected by their election of cash or compensatory time. Employees can accrue up to 240 hours of compensatory time. Employees who work in a public safety activity, emergency response activity, or seasonal activity, can accrue up to 480 hours of compensatory time. In addition, such employees with the approval of the employer [appointing authority] may request compensatory time in lieu of cash for such holiday work. The Employer may not change the work schedule of an employee who works a standard workweek to avoid the payment of overtime or accrual of compensatory time. For employees who are FLSA covered there will be no time limit during which the employee must use his or her compensatory time. Employees shall not be required to use compensatory time. Use of such compensatory time will be granted in a fair and equitable manner. All unused compensatory time, for all FSLA covered employees, will be paid upon an employee leaving State service or upon death, to the employee’s estate, at a rate, which is the higher of: • The final regular rate received by the employee; or • The final average regular rate received by the employee during the last three years of employment.

Payment for Overtime. The current practice regarding eligibility for overtime shall be maintained. Employees covered under FLSA, with the approval of the employerEmployer, may elect to take compensatory time, paid at time and one-half, or for weather-related emergencies, double time, in lieu of cash payments for overtime. Employees will inform the employer Employer of their choice of cash overtime or compensatory time before working the overtime. Employees will be allowed to declare their election of compensatory time prior to working overtime but in no case more than on a pay period basis. Opportunities for employees to work overtime will not be affected by their election of cash or compensatory time. Employees can accrue up to 240 hours of compensatory time. Employees who work in a public safety activity, emergency response activity, or seasonal activity, can accrue up to 480 hours of compensatory time. In addition, such employees with the approval of the employer Employer [appointing authority] may request compensatory time in lieu of cash for such holiday work. The Employer may not change the work schedule of an employee who works a standard workweek to avoid the payment of overtime or accrual of compensatory time. For employees who are FLSA covered there will be no time limit during which the employee must use his or her compensatory time. Employees shall not be required to use compensatory time. Use of such compensatory time will be granted in a fair and equitable manner. All unused compensatory time, for all FSLA covered employees, will be paid upon an employee leaving State service or upon death, to the employee’s estate, at a rate, which is the higher of: • The final regular rate received by the employee; or • The final average regular rate received by the employee during the last three years of employment.

Payment for Overtime. The current practice regarding eligibility for overtime shall be maintained. Employees covered under FLSA, with the approval of the employerEmployer, may elect to take compensatory time, paid at time and one-half, or for weather-related emergencies, double time, in lieu of cash payments for overtime. Employees will inform the employer Employer of their choice of cash overtime or compensatory time before working the overtime. Employees will be allowed to declare their election of compensatory time prior to working overtime but in no case more than on a pay period basis. Opportunities for employees to work overtime will not be affected by their election of cash or compensatory time. Employees can accrue up to 240 hours of compensatory time. Employees who work in a public safety activity, emergency response activity, or seasonal activity, can accrue up to 480 hours of compensatory time. In addition, such employees with the approval of the employer Employer [appointing authority] may request compensatory time in lieu of cash for such holiday work. The Employer may not change the work schedule of an employee who works a standard workweek to avoid the payment of overtime or accrual of compensatory time. For employees who are FLSA covered there will be no time limit during which the employee must use his or her compensatory time. Employees shall not be required to use compensatory time. Use of such compensatory time will be granted in a fair and equitable manner. All unused compensatory time, for all FSLA covered employees, will be paid upon an employee leaving State service or upon death, to the employee’s estate, at a rate, which is the higher of: •  The final regular rate received by the employee; or •  The final average regular rate received by the employee during the last three years of employment.

Payment for Overtime. The current practice regarding eligibility for overtime shall be maintained. Employees covered under FLSA, with the approval of the employerEmployer, may elect to take compensatory time, paid at time and one-half, or for weather-related emergencies, double time, in lieu of cash payments for overtime. Employees will inform the employer Employer of their choice of cash overtime or compensatory time before working the overtime. Employees will be allowed to declare their election of compensatory time prior to working overtime but in no case more than on a pay period basis. Opportunities for employees to work overtime will not be affected by their election of cash or compensatory time. Employees can accrue up to 240 hours of compensatory time. Employees who work in a public safety activity, emergency response activity, or seasonal activity, can accrue up to 480 hours of compensatory time. In addition, such employees with the approval of the employer Employer [appointing authority] may request compensatory time in lieu of cash for such holiday work. The Employer may not change the work schedule of an employee who works a standard workweek to avoid the payment of overtime or accrual of compensatory time. For employees who are FLSA covered there will be no time limit during which the employee must use his or her compensatory time. Employees shall not be required to use compensatory time. Use of such compensatory time will be granted in a fair and equitable manner. All unused compensatory time, for all FSLA covered employees, will be paid upon an employee leaving State service or upon death, to the employee’s estate, at a rate, which is the higher of: • The final regular rate received by the employee; or • The final average regular rate received by the employee during the last three years of employment.

Payment for Overtime. The current practice regarding eligibility for overtime shall be maintained. Employees covered under FLSA, with the approval of the employer, may elect to take compensatory time, paid at time and one-half, or for weather-related emergencies, double time, in lieu of cash payments for overtime. Employees will inform the employer of their choice of cash overtime or compensatory time before working the overtime. Employees will be allowed to declare their election of compensatory time prior to working overtime but in no case more than on a pay period basis. Opportunities for employees to work overtime will not be affected by their election of cash or compensatory time. Employees can accrue up to 240 hours of compensatory time. Employees who work in a public safety activity, emergency response activity, or seasonal activity, can accrue up to 480 hours of compensatory time. In addition, such employees with the approval of the employer [appointing authority] may request compensatory time in lieu of cash for such holiday work. The Employer may not change the work schedule of an employee who works a standard workweek to avoid the payment of overtime or accrual of compensatory time. For employees who are FLSA covered there will be no time limit during which the employee must use his or her compensatory time. Employees shall not be required to use compensatory time. Use of such compensatory time will be granted in a fair and equitable manner. All unused compensatory time, for all FSLA covered employees, will be paid upon an employee leaving State service or upon death, to the employee’s estate, at a rate, which is the higher of: • The final regular rate received by the employee; or • The final average regular rate received by the employee during the last three years of employment.

Payment for Overtime. The current practice regarding eligibility for overtime shall be maintained. Employees covered under FLSA, with the approval of the employer, may elect to take compensatory time, paid at time and one-half, or for weather-related emergencies, double time, in lieu of cash payments for overtime. Employees will inform the employer of their choice of cash overtime or compensatory time before working the overtime. Employees will be allowed to declare their election of compensatory time prior to working overtime but in no case more than on a pay period basis. Opportunities for employees to work overtime will not be affected by their election of cash or compensatory time. Employees can accrue up to 240 hours of compensatory time. Employees who work in a public safety activity, emergency response activity, or seasonal activity, can accrue up to 480 hours of compensatory time. In addition, such employees with the approval of the employer [appointing authority] may request compensatory time in lieu of cash for such holiday work. The Employer may not change the work schedule of an employee who works a standard workweek to avoid the payment of overtime or accrual of compensatory time. For employees who are FLSA covered there will be no time limit during which the employee must use his or her compensatory time. Employees shall not be required to use compensatory time. Use of such compensatory time will be granted in a fair and equitable manner. All unused compensatory time, for all FSLA covered employees, will be paid upon an employee leaving State service or upon death, to the employee’s estate, estate at a rate, rate which is the higher of: • The final regular rate received by the employee; or • The final average regular rate received by the employee during the last three years of employment.

Payment for Overtime. The current practice regarding eligibility for overtime shall be maintained. Employees covered under FLSA, with the approval of the employerEmployer, may elect to take compensatory time, paid at time and one-half, or for weather-related emergencies, double time, in lieu of cash payments for overtime. Employees will inform the employer Employer of their choice of cash overtime or compensatory time before working the overtime. Employees will be allowed to declare their election of compensatory time prior to working overtime but in no case more than on a pay period basis. Opportunities for employees to work overtime will not be affected by their election of cash or compensatory time. Employees can accrue up to 240 hours of compensatory time. Employees who work in a public safety activity, emergency response activity, or seasonal activity, can accrue up to 480 hours of compensatory time. In addition, such employees employees, with the approval of the employer Employer [appointing authority] may request compensatory time in lieu of cash for such holiday work. The Employer may not change the work schedule of an employee who works a standard workweek to avoid the payment of overtime or accrual of compensatory time. For employees who are FLSA covered there will be no time limit during which the employee must use his or her compensatory time. Employees shall not be required to use compensatory time. Use of such compensatory time will be granted in a fair and equitable manner. All unused compensatory time, for all FSLA covered employees, will be paid upon an employee leaving State service or upon death, to the employee’s estate, at a rate, which is the higher of: • The final regular rate received by the employee; or • The final average regular rate received by the employee during the last three years of employment.