Agenda Package - 02-16-09 - Laserfiche WebLink

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G X10 0 COUNTY OF LEE - PERSONNEL POLICY Last Published Date: 07-01-2006 CoUN Overtime Compensation Ty ~ PY a Number: D-3 Revision: 2 Effective Date: Pages: 4 p k CA R0 02-16-2009 1.0 POLICY Under the overtime provisions of the Fair Labor Standards Act (FLSA), non-exempt covered employees must receive extra compensation for overtime hours worked. The County abides by all applicable sections of the FLSA and will properly record all applicable overtime accrued for each covered employee. Eligibility for overtime compensation shall be determined as outlined below. It is the policy of the County that unless otherwise authorized, employees will receive compensatory time off for any overtime hours worked. 2.0 DEFINITIONS 2.1 Compensatory Time: Time given off work, in lieu of monetary compensation for time worked in excess of the maximum hours applicable to the type of employment in which the employee is engaged. 2.2 Exempt Status: Employees who are not eligible for overtime compensation as mandated by the FLSA. This includes those County employees designated as Executive, Administrative and Professional according to the FLSA. 2.3 Non-Exempt Status: Employees who are eligible for overtime compensation as mandated by the FLSA. 2.4 Overtime: All actual hours worked in excess of forty (40) hours in a workweek for regular employees or all actual hours worked in excess of 85.5 hours in a fourteen (14) day period of the 28 day pay cycle for law enforcement employees. Vacation time, sick time and holiday time will not be considered as actual hours worked for the computation of overtime pay. 2.5 Workweek: The seven (7) consecutive days period of time designated as the official workweek for each position. Various departments may have schedules, which differ from the regular 8am to 5pm, Monday through Friday standard hours of operation; however their employees will still adhere to a forty (40) hour workweek. is