Non-Exempt employees:

Compensatory time is leave time accrued in lieu of monetary payment of overtime for having worked in excess of an employee’s scheduled workweek in accordance with the Fair Labor Standards Act (FLSA). Non-Exempt employees eligible for overtime payment may, with mutual consent of the employee and supervisor, accrue compensatory time in lieu of overtime payment. Compensatory time will be accrued and used on a quarter hour basis. The maximum accumulation of compensatory time is 80 hours at any one time. Overtime due once the 80-hour maximum accumulation has been met will be paid out to the employee. Requests to use accrued compensatory time hold greater significance than a vacation request. Therefore, usage of compensatory time should be authorized unless the employee’s absence will create an undue hardship.

Exempt employees:

The expectation for Exempt employees is to accomplish their work without regard to a specific number of hours worked. However, there are times when critical work requires Exempt employees to work well beyond a standard 40-hour week. In those situations, Exempt employees may also accrue compensatory time. Such time will be accrued and used in fifteen (15) minute increments. The maximum accumulation of compensatory time is 80 hours at any one time; however, it is understood that employees may be authorized by the City Manager or Department Director to go beyond this maximum during peak work periods. Compensatory time accrued above the 80-hour maximum will not be compensable upon separation. 

The City Manager may implement alternate requirements for Department Directors and authorize exception to policy based on the best interest of the City due to essential work requirements.