1. Regular
time shall be computed from the normal starting time of each employee's
regularly scheduled shift. In the event of tardiness, the time
deducted will be computed in one-tenth hour units.
2. Except
in emergencies, no employee shall work overtime unless overtime
is necessary and the employee has the prior approval of the
appropriate department head or a designee. Overtime work may
be performed off County premises only upon the department head's
prior determination that this is where the work must be performed.
3. Travel
time may be charged as time worked (Code 1) under the following
conditions:
a. All
job-related travel during the normal hours and workday of
the department;
b. All job-necessitated travel (excluding job-related travel)
as defined in Policy 01-03, excluding meal time; and
c. Travel to and from training sessions approved by department
heads, excluding meal time.
4. Conferences,
seminars, workshops, etc., attended during normally scheduled
work hours are chargeable as time worked. Such sessions attended
outside normally scheduled work hours (e.g., weekends) may be
counted as time worked only if they are job necessitated (see
Policy 01-03).
5. When
department heads require or permit employees to work more than
the standard number of hours in the work week (Sunday 12:01
a.m. through Saturday 12:00 Midnight) of the department, the
employee's overtime code and Fair Labor Standards Act status
must be taken into account. Employees will receive pay at their
regular compensation rate for actual time spent rendering services
while on call.
6. All County
positions are categorized by the Fair Labor Standards Act (FLSA)
as one of the following:
- Excluded
- all elected and appointed officials
- Exempt
- not subject to compensation at time and one half for hours
worked over 40 hours in a single work week
- Non-exempt
- Must be compensated at time and one half for all hours worked
over 40 hours in a single work week
7. Non-exempt
employees working a standard work week of 40 hours will be paid
for overtime worked. Non-exempt employees working a standard
work week of less than 40 hours will be compensated for overtime
by compensatory time off at a time which will not interfere
with the effective operation of the department. Compensatory
time off must be approved by the department head involved or
a designee.
8. Exempt
employees will receive compensatory time off at straight time
for all hours worked over their standard work week. The department
head is authorized to schedule or permit hours above the standard
work week.
9. Employees
may accumulate up to, but not more than, a maximum of ten (10)
days of compensatory time off. It is the responsibility of the
department head to ensure that no employee exceeds the compensatory
time bank limit.
10. All
compensatory time off which an employee is owed at time of separation
from County employment must be paid to the employee.
11. When
an employee covered by a bargaining agreement is promoted to
a management or confidential position in a different department,
it is the responsibility of the two department heads to discuss
and reach agreement on use of the compensatory-time balance.
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Tompkins
County Administrative Policy Manual