POLICY 16
OVERTIME
SECTION INDEX: Overtime
1 Purpose
2 Reference
3 Application
4 Guidance
4.1 Overtime Defined
4.2 Overtime Compensation
4.3 Compensatory Time Off - Allowed
4.4 Compensatory Time Off - Rate / Accrual
4.5 Scheduling Compensatory Time Off
4.6 Call Back
4.7 On-Call / Standby
4.8 Overtime Exempt Positions
1. PURPOSE
As a condition of employment, a City employee may be required to work overtime as determined by the employee’s supervisor. Employees will be granted additional compensation for overtime hours worked as provided in this Policy.
2. REFERENCE
Fair Labor Standards Act, 1985 Amendments to the Fair Labor Standards Act (29 U.S.C.). Department of Labor Regulations (29 C.F.R.). See also, City of Olympia Policy-23 (Work Schedules).
3. APPLICATION
This Policy applies to all individuals employed by the City of Olympia unless overtime provisions are established otherwise by contract or statute (e.g., civil service rules, union contract, individual employment contract or memorandum of understanding). Failure to comply with this Policy may result in disciplinary action including termination from City service.
4. GUIDANCE
4.1. OVERTIME DEFINED
Hours compensated in excess of forty (40) hours per week are considered overtime hours.
4.2. OVERTIME COMPENSATION
Compensation for hours worked in excess of 40 hours will be at the rate of one and one-half (1.5) times the base hourly rate of pay. If two or more overtime or other rates are applicable to the same time worked, no pyramiding or adding together of such overtime or other rates is allowed, and only the higher of the applicable rates shall apply.
4.3. COMPENSATORY TIME OFF - ALLOWED
City employees who are required to work overtime may elect, with the approval of their supervisor, to receive compensation in the form of compensatory time, rather than pay.
4.4. COMPENSATORY TIME OFF - RATE/ACCRUAL
Compensatory time off will accrue at the rate of one and one-half (1.5) hours of compensatory time off for each overtime hour worked. An employee may accrue a maximum of eighty (80) hours of compensatory time. When an employee has accrued the maximum number of hours, any additional overtime worked will be paid at the overtime rate.
4.5. SCHEDULING COMPENSATORY TIME OFF
The scheduling of compensatory time off is at the discretion of the supervisor. The supervisor must, however, allow the use of compensatory time within a reasonable period unless the employee’s absence would unduly disrupt operations.
4.6. CALL BACK
Overtime eligible employees, who are called back to work after regularly scheduled hours, requiring additional travel to and from work, are entitled to a minimum of two (2) hours of overtime compensation. Travel time to and from work is not compensated. Overtime eligible employees who are called or otherwise contacted about work related matters after regularly scheduled hours that do not require returning to work are entitled to a minimum of thirty (30) minutes of overtime compensation.
4.7. ON-CALL/STANDBY
Overtime eligible employees who are on call or standby to return to work will receive a minimum of $1.50 per hour for every hour so assigned outside their normal work hours. Overtime eligible employees who are on call or standby to return to work may be entitled to overtime compensation if the ability of the employee to use the time for his/her own purposes is substantially limited. On-call plans must be reviewed by Human Resources prior to implementation to determine if time should be paid at the overtime rate.
4.8. OVERTIME EXEMPT POSITIONS
For overtime exempt positions, overtime is considered part of the job and does not require overtime pay. A list of overtime exempt positions is available through Human Resources.
Revision history: February 2018; October 2013. Superseded: Administrative Guideline “Overtime”.