Compensatory
Time
| Effective Date: |
05.18.1966 |
Revision Date: |
12.01.1992 |
| Chapter Name: |
Employment
/ Affirmative Action |
Policy Number: |
3.2.1 |
| Policy Name: |
Compensatory
Time |
| A
PDF version of this policy is available
via this link. |
UNIVERSITY POLICY STATEMENT:
It is the policy of Eastern Michigan University,
at its discretion, to grant compensatory time for
staff employees in lieu of overtime pay in accordance
with limiting provisions of the Fair Labor Standards
Act and specific employee collective bargaining
agreements.
Non-exempt classified employees
accrue compensatory time at a rate of one and one-half
hours (premium rate) for all actual overtime hours
worked. Exempt classified employees
are ineligible for compensatory time, except as
may be specified in collective bargaining agreements.
Exempt employees who are eligible for compensatory
time accrual under the terms of a collective bargaining
agreement shall be credited compensatory time at
a rate of one hour (straight time) for all actual
overtime hours worked.
UNIVERSITY PRACTICE :
University practices for implementing this policy
include:
- Work hours for which compensatory
time is granted must be authorized
in advance and must fall within the
applicable job classification/responsibility.
- Earned compensatory time may only
be carried over upon transfer or promotion
to a different position and/or employee
group with permission of the hiring
authority in the receiving department.
- Hiring authorities are obligated
to minimize carry-over of accrued
hours from one hiring authority to
another by granting earned time off
prior to transfer or promotion.
- Requests for use should be made
at least two weeks before the date
desired and may be approved subject
to department scheduling and operational
needs.
- For purposes of computing overtime
pay: compensatory time, paid holidays,
paid sick days, paid personal days,
or paid vacation days shall be considered
as time worked.
Applicable to Non-Exempt Classified
Employees Only:
- While it is expected that compensatory
time balances will be regularly expended,
should a balance remain at the time
of termination, it will be paid off
at the employee's then-current rate
of pay.
- Accumulated compensatory time balances
shall not exceed 80 hours unless otherwise
indicated by collective bargaining
agreement, or unless specifically
authorized in writing by the divisional
vice president. In no event may compensatory
time balances exceed 160 hours. Hours
earned beyond the 160-hour limit must
be paid at the appropriate overtime
rate.
- Compensatory time earned during
the period of July 1-March 31 must
be expended no later than June 30.
Compensatory time earned during the
period of April 1-June 30 must be
expended no later than September 30
of the succeeding fiscal year.
Applicable to Exempt Classified Employees
(who are eligible for Compensatory Time
accrued under terms of a collective
bargaining agreement):
- It is expected that compensatory
time (1) will be kept to a minimum
and, (2) balances will be regularly
expended.
- Accumulated compensatory time balances
shall not exceed 80 hours, unless
specifically authorized in writing
by the divisional vice president.
In no event may compensatory time
balances exceed 160 hours.
- Compensatory time earned during
the period of July 1-March 31 must
be expended no later than June 30.
Compensatory time earned during the
period of April l-June 30 must be
expended no later than September 30
of the succeeding fiscal year.
RESPONSIBILITY FOR IMPLEMENTATION:
The Executive Director of Human Resources
is responsible for the overall implementation,
administration, and interpretation of
compensatory time policies.
The Vice President for Business and
Finance, through delegation to the Payroll
Office, is responsible for implementation
and maintenance of necessary central
record keeping systems to monitor and
control compensatory time accumulations
within policy limitations.
Department heads/directors and other
divisional supervisory personnel are
responsible for approving compensatory
time in lieu of overtime pay within
policy limitations, and reporting earned
hours and usage through the regular
payroll system.
SCOPE OF POLICY COVERAGE:
This policy has University-wide application
for all regular employees to the extent
that it is not limited by a collective
bargaining agreement.
Additional regulation on this subject
may be found and may supersede this
policy for employees covered by collective
bargaining agreements.
| Authority
for Creation or Revision: |
|
Minutes of the Board of Regents, May 16,
1966; para. .385M.
Minutes
of the Board of Regents, December 1, 1992;
para. .4628M.
|
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