300-29
COMPENSATORY TIME

Department: PERSONNEL

Effective Date:    12/1/92

Supersedes:    2-15-86

Staff Contact:    B. Nelson Glode

Approved by:    Earl Clymer

1.0 PURPOSE:

To establish policy and procedure for the use of compensatory time.

2.0 ORGANIZATIONS AFFECTED:

All departments/divisions.

3.0 REFERENCES:

3.1     Ordinance No. 2265. Resolution No. 2265

3.2     Labor Agreements

3.3     Fair Labor Standards Act (FLSA)

3.4     Policy 330-11 - Types of Employees, Pay, Benefits & Retirement

3.5     Policy 300-48 - Overtime Eligibility

4.0 POLICY:

4.1    Compensatory time off is given to employees in lieu of overtime payment at the rate of time and one-half.

4.2    Compensatory time may be granted at the request of the employee and with the approval of the employer.

4.3    If an employee requests payment for overtime worked and refuses compensatory time as a means of overtime payment, then overtime must be paid to that employee.

4.4    The employer may deny compensatory time requests and impose overtime payment if compensatory time off is not practical.

4.5    The maximum compensatory time that may be accumulated by an employee shall not exceed forty (40) hours.

5.0 DEFINITIONS:

5.1    Exempt positions not covered by this policy are identified in Appendix A: Positions Exempt from Overtime Provisions of the Fair Labor Standards Act.

5.2    Fair Labor Standards Act Guidelines: Accrual Ceilings for Public Safety and non-Public Safety non-exempt employees:

5.2.1    Non-Exempt Public Safety employees may accrue up to 480 hours (320 hours actually worked) of compensatory time per year under Section 7.(o) of the Fair Labor Standards Act before overtime cash payment becomes mandatory.

5.2.2    Non-Exempt Non-Public Safety employees may accrue 240 hours (160 hours of overtime actually worked) per year of compensatory time before overtime cash payment becomes necessary.

Note: FLSA accrual standards are for information only. They are not to be used as a ceiling for accrual of compensatory time for City of Renton employees. As compensatory time generally represents an unfunded liability to the employer, compensatory time accrual levels should be in compliance with Section 4.5.

6.0 PROCEDURE:

6.1    Records of overtime and compensatory time must be maintained by each department and submitted to Payroll as it is earned or taken. All accrual and use must be reported each pay period to the Payroll Office on time sheets for tracking by the City's central data processing system to ensure compliance with FLSA reporting requirements.

6.2    These records should reflect the following:

6.2.1    Date overtime worked and number of hours worked.

6.2.2    Compensatory time earned if not taken in overtime wages.

6.2.3    Date compensatory time taken and number of hours used.

6.2.4    Current balance of compensatory time accrued.

6.3    Employees requesting to use compensatory time must complete a Leave Request form, indicating the type of leave as compensatory time or "C" on the form calendar.