For most team members, compensatory time is maintained which can then be used as time off or is paid at a later date. Note: Annual leave, sick leave, holidays, and other absences with or without pay are not considered as actual hours of work for computing overtime. For example, if a non-exempt team member works four 4 additional hours on Monday, but uses four 4 hours of sick leave on Wednesday, the team member will be compensated at straight time or equal compensatory time off because the team member only worked forty hours that workweek.
Exempt team members in supervisory, professional, technical, and related categories or Code 1 who exceed forty hours in pay status during a workweek will be compensated at their regular rate of pay, or by allowing an equal amount of compensatory time off. Top level exempt supervisory, managerial and administrative staff, or very responsible professional, technical, or consultative team members or Code 0 that work more than forty 40 hours during a workweek will not be compensated for their time, except in unusual circumstances as determined by their agency appointing authority.
In all instances, compensatory time off with pay is granted and approved by the agency appointing authority. When any of the specified holidays above fall on Sunday, those holidays will be observed on the following Monday. When any of the specified holidays above fall on a Saturday, those holidays will be observed on the preceding Friday. Team Members who work on a holiday will be granted equal time compensatory time off from work at the time s the agency appointing authority designates.
Disclaimer: If there is any discrepancy between the information contained on this web page and the regulations, the regulations are the determining factor. Skip to main content. Click on the following headers to quickly find information about each one:. For quick reference, the following eight paid holidays are in place for eligible administrative, service and support employees:. This means that eligible employees will receive paid time off which can be used only during this specified winter break time frame.
Employees required to work will receive an equivalent time off that must be used by Nov. Please note: if you are unsure whether you are required to work, please check with your supervisor. In some cases, your status may depend upon current circumstances. As with our winter weather policy, we encourage each department to designate which positions are or could be required to work in advance of these dates.
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