Policies & Procedures Manual

364

Compensatory time will be recorded on the Time Record and should be submitted to Human Resources the following Monday of each week after it is earned. In determining total overtime hours worked, hours of leave time with pay (personal and major medical leave), compensatory time off, vacation, jury duty, and hours taken on approved College paid holidays during the workweek are not counted as time worked in computing overtime pay. Compensatory time off may accrue to a maximum of 40 hours. Once employees have accrued 40 hours of compensatory time, they must take their comp time that is in excess of the 40-hour maximum. In addition, employees are required to take compensatory leave within 60 days after it is earned and prior to June 30 th of each year. Any exceptions must be approved by the President. Compensatory leave time must be utilized prior to the use of normal college leave. It is permissible for the department/unit head to schedule time off or temporarily adjust an employee’s work schedule for each compensatory hour earned to reduce the employee’s accrued compensatory time balance.

Requests to use compensatory time will be done through the normal leave procedure in myEC.

At the time of transfer to another unit, prior to the transfer, the transferring employee should take any compensatory time remaining in the unit in which it was earned.

Upon separation from the College, employees must be paid for all accrued compensatory time at a rate of compensation not less than: a. The average regular rate received by such employee during the last three (3) years of the employee’s employment, or b. The final regular rate received by such employee, whichever is higher. Where an employee’s last three (3) years of employment are not continuous because of a break in service, the period of employment after the break in service will be treated as new employment. Where the final period of employment is less than three (3) years, the average rate still must be calculated based on the rate(s) in effect during such period.

Voluntary Work

Non-exempt employees who occupy more than one position within the College qualify for overtime unless the work is voluntary, occasional or sporadic, and is in a different capacity from which the employee regularly engages. In that case, a non-exempt employee may be compensated at a rate agreed upon by the College and the employee.

(Added 12/13/16)