HomeMy WebLinkAboutAgenda - 12-03-2007-7bORANGE COUNTY
BOARD OF COMMISSIONERS
ACTION AGENDA ITEM ABSTRACT
Meeting Date: December 3, 2007
Action Agenda
Item No. ~7 ' ~
SUBJECT: Report: Revision to Personnel Ordinance Article III, Section 3.0 Overtime
Compensation
DEPARTMENT: Personnel - PUBLIC HEARING: (Y/N) No
ATTACHMENT(S):
INFORMATION CONTACT:
Current Article III, Section 3.0 Annette Moore, Policy and Compliance
Proposed Administrative Rules and Officer, 919-245-2317
Regulations Michael McGinnis, Human Resource
Questions and Answers Director (919) 245-2552
Examples
PURPOSE: l"o receive a report on a proposed revision to the Orange County Personnel
Ordinance, Article III, Section 3.0 Overtime Compensation. (See Attachment 1, Current Article
III, Section 3.0)
BACKGROUND: The Board requested that Staff review the Overtime Compensation section
of the Orange County Personnel Ordinance to ensure that the County was complying with
federal and state laws regarding overtime compensation. Staff conducted a review of both the
Personnel Ordinance and how the County was complying with the provisions of the Ordinance.
Staff met with several large departments and departments that use overtime compensation on a
regular basis. The feedback from those meetings showed that the language in the Personnel
Ordinance was not specific enough to provide the clear guidance needed by staff to ensure
compliance with the Fair Labor Standards Act. Based on the feedback from those meetings,
staff proposed a revision of the Personnel Ordinance so that, in addition to the Personnel
Ordinance, there would be administrative rules and regulations to provide further guidance to
both employees and supervisors on their responsibilities under the Fair Labor Standards Act, its
implementing regulations and state law.
Staff drafted the proposed revision to Article III, Section 3.0, of the Personnel Ordinance as
follows:
In accordance with the provisions of the Fair Labor Standards Act of 1938, as amended
(hereinafter referred to as "ELBA"), and its implementing regulations, any employee, not
exempt, authorized to work in excess of the established forty hour workweek shall be
compensated either with time off or pay for the actual hours worked in excess of the forty
hour workweek at a rate of one and one-half times the hours actually worked or one and
one-half times their regular rate of pay. The County Manager will develop administrative
rules and regulations consistent with the Fair Labor Standards Act, and its implementing
regulations as well as any other federal and state laws necessary to carry out the
provisions of this Article.
2
The revision directs the County Manager to develop Administrative Rules and Regulations
consistent with the federal Fair Labor Standards Act, its implementing regulations and state law
that provide guidance to staff to comply not only with the Act, but also with the Personnel
Ordinance. Therefore, in addition to the revision to the Ordinance, Staff also drafted proposed
Administrative Rules and Regulations for the overtime compensation section of the Personnel
Ordinance. (See Attachment 3, Administrative Rules and Regulations.)
Both the revision to the Ordinance and a copy of the Administrative Rules and Regulations were
provided to the County Manager, the County Attorney, Department Directors and appropriate
staff members for review. After receiving feedback, Staff met with interested individuals to
respond to their questions and concerns. Everyone received responses to their questions and
concerns verbally, in writing and with the use of examples. (See Attachment 4 and 5.) In
instances where the document could be modified, suggested changes where incorporated to
ensure efficiencies and best practices. Meetings were then held again with all the persons
mentioned above to discuss the resulting documents. The proposals before the Board
represent the documents that resulted from that review process.
The revision to the Overtime Compensation section of the Ordinance is a comprehensive
revision. The Administrative Rules and Regulations developed are consistent with the language
in the Fair Labor Standards Act, its implementing regulations in the Code of Federal Register
and state law. The Rules and Regulations do not represent a change in what the County, as an
employer, is required to do; it only clarifies, articulates and codifies it.
The proposed revisions would allow the County Manager the administrative flexibility to carry
out the will of the Board through the development of rules and regulations that are consistent
with local, state and federal law and in particular consistent with the Fair Labor Standards Act,
which governs overtime compensation.
Staff recommends that the Board receive the report on the revision to the Article III, Section 3.0
of the Orange County Personnel Ordinance:
FINANCIAL IMPACT: There is no fiscal impact with receiving the information on the proposed
revision to the Personnel Ordinance.
RECOMMENDATION(S): The Manager recommends that the Board receive the Report on
Article III, Section 3.0 of the Orange County Personnel Ordinance and the Administrative Rules
and Regulations for that section of the Personnel Ordinance.
3
Orange County Personnel Ordinance Issue Date: January 25, 2006
Attachment l: Current Article III, Section 3.0 of the Orange County
Personnel Ordinance
3.0 Overtime and the Time-Off Plan
In keeping with the provisions of the Fair Labor Standards Act, Department Heads shall
have the responsibility of controlling overtime in their department. Overtime is neither
desired nor expected on a regular basis. However, during peak periods when overtime
becomes necessary, it should be distributed as equally as possible among qualified
employees in the same classifications, department and shift without regard to age, sex,
color, creed, religion, national origin, or physical handicap.
3.1 Bona fide executives, administrative and professional employees are exempt from
overtime requirements of the Fair Labor Standards Act if they meet the
qualifications set forth in the Act.
3.2 Supervisors shall arrange the work schedules of their employees so as to
accomplish the required work within the standard work day. Overtime work shall
be considered work performed by anon-exempt employee which exceeds the
established work week of that employee.
3.3 Sick leave, annual leave, petty leave, leave without pay, or holidays, do not count
when counting hours worked in a particular work week.
3.4 Overtime work must be approved by, and directed by, the department head or the
authorized representative of the department head. Unapproved work performed
during non-work hours, including time prior to the start of the work day, during
the lunch period, and after the work day has concluded, including taking work
home, is not considered overtime.
3.5 Non-exempt employees required to work overtime will be compensated with time
or paid for such overtime on the basis of one and one-half (1 1/2) times the
overtime hours worked or the regular rate of pay provided that:
3.5.1 The work is of an unusual, unscheduled or emergency nature and is
directed by the Department Head or the authorized representative of the
Department Head. Department heads will be held accountable and
therefore, must assure that the work falls within the above stated
parameters.
3.5.2 Time off, in lieu of pay, shall be granted whenever feasible and it shall be
taken within the pay period. More specifically, it is necessary that all
accumulated compensatory time be documented and records to that effect
be maintained.
Article III
Orange County Personnel Ordinance Issrce Date: January 25, 2006
Therefore, the procedure for maintenance of these records is as follows:
-Submit to the Personnel Department, by the second working day
of each pay period, a record of all authorized compensatory time.
This record must include -purpose of the overtime, number of
hours earned, and number of hours taken by each non exempt
employee. Forms for recording this time may be secured from the
Personnel Department.
-Department Heads must assure that the employees are permitted
to take the time earned in accordance with this provision. All time
off earned, and not taken within the pay period earned will be
paid at one and one half times the hourly rate.
3.5.3 Overtime payment shall be made in accordance with the following
guidelines:
Current time off balance for the department and/or the non-exempt
employee indicates that it is unreasonable that time off can be granted
in accordance with the Fair Labor Standards Act;
2. Surplus funds must be available in the Personnel Service Account of
the department.
3. Department Heads must secure prior approval of the Manager before
authorizing non-exempt employees to work on the basis of a cash
payment for overtime.
3.6 A record of all overtime work authorized shall be approved by the department
head and recorded on the non-exempt employee's time sheet appropriately. The
time must be signed by that employee and certified by the department head. Such
record must be preserved by the Personnel Department for a period of two
complete fiscal years. If the County Manager has granted pay for overtime, a copy
of the time sheet should accompany a Personnel Action and Payroll Form in
request for payment, to the Personnel Department.
3.7 Time off must be exhausted before annual leave is taken. No non-exempt employee shall
be paid for any accrued time off at separation.
Article III
5
Orange County Personnel Rules and Regulations Manual Issue Date: / _, 20_
Attachment 2: Administrative Rules and Regulations
Overtime Compensation
I. ORDINANCE
In accordance with the provisions of the Fair Labor Standards Act of 1938, as amended
(hereinafter referred to as "FLSA"), and its implementing regulations, any employee, not
exempt, authorized to work in excess of the established forty hour workweek shall be
compensated either with time off or pay for the actual hours worked in excess of the forty hour
workweek at a rate of one and one-half times the hours actually worked or one and one-half
times their regular rate of pay. The County Manager will develop administrative rules and
regulations consistent with the Fair Labor Standards Act, and its implementing regulations as
well as any other federal and state laws necessary to carry out the provisions of this Article. See
Orange County Personnel Ordinance, Article , Section _, adopted , 20_.
H. AUTHORITY
The Orange County Personnel Ordinance, Article, Section _ provides that the County
Manager will promulgate any rules or regulations necessary to carry out the provision of this
section of the Personnel Ordinance.
HI. RULE
The purpose of this rule is to implement and give effect to Article _, Section _ of the
Orange County Personnel Ordinance. Overtime Compensation. Overtime is neither desired nor
expected on a regular basis. Department Directors shall hold hours worked by employees to the
standard 40-hour workweek, except in cases where a greater number of hours of work are
required because of an unusual, unscheduled, or emergency or necessary activities make it
essential. Department Directors are responsible for the manner in which overtime is authorized,
prohibiting unauthorized overtime and ensuring that all employees are compensated for time
worked within the requirements of the law. The practice of overtime work will be subject to
review by the County Manager. Such review will take into consideration organizational
structure, scheduling of work, position complement, and personnel classifications.
IV. ADMINISTRATIVE RULES AND REGULATIONS
A. Workweek -The standard workweek is forty hours as defined in Article _,
Section - of the Orange County Personnel Ordinance.
B. Work Time -For purposes of this Article, an employee who in a workweek uses
paid or non paid leave and actually works forty hours or less in a workweek, shall
be paid their regular salary in accordance with established personnel policies.
1. Callbacks -When an employee is called back by a Department Director or
an authorized representative to perform work, the amount of time that the
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Orange County Personnel Rules and Regulations Manual Issue Date: / _, 20_
employee works is considered work time. If actual hours worked do not
equal, at least, two hours; the employee is credited with a minimum of two
hours work time. Travel time to and from the employee's regular place of
work due to a callback is not considered work time. Other travel time due
to a callback maybe compensable on a case-by-case basis.
a. Call back pay must be included in calculating an employee's
regular rate of pay for overtime compensation.
b. When an employee who is called back to work, works less than
two hours, the time worked is recorded as the actual time worked;
the amount of time necessary to make up the differences is
considered "paid call back time not worked" and is not
considered in calculating overtime.
2. On Ca11- An employee who is on call and required to remain at or so near
their place of employment such that the employee -cannot use their time
effectively for their own personal purposes, then the time spent is
considered work time. If an employee is required to leave word where
he/she can be reached or is required to wear a paging device, but is able to
move or travel freely, the time spent is not considered work time.
3. Training -Required attendance at training sessions, workshops, seminars,
or other meetings is considered work time regardless of whether it occurs
before, during, or after the employee's regular work schedule.
4. Meal Period -When an employee is required or permitted to work during
the meal period, the time is considered work time.
5. Travel Time -Ordinary travel to and from work at scheduled work hours
is not work time. Travel during the work day is generally included in work
time. This includes travel from job site to job site or to meetings. Out-of-
town travel as work time depends on circumstances and will be decided on
a case-by-case basis.
C. Salary -Salary represents an employee's annual predetermined base pay for a
standard workweek. For computing overtime pay, the employee's rate'of pay is
the hourly rate of pay. The hourly rate of pay is obtained by dividing the base
annual salary by 2080 hours (52 weeks x 40 hours per week).
The regular hourly rate must include ail remuneration for employment paid to, or
on behalf of, the employee, except payments specifically excluded by the FLSA.
Payments that are not excluded and must be included in the hourly rate are: (a)
longevity pay and (b) on-call compensation.
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Orange County Personnel Rules and Regulations Manual Issue Date: / _, 20_
D. Compensation -Employees shall receive regular pay for actual hours worked in a
standard 40-hour workweek, with the provision that an additional amount equal to
1 ~/z times the employee's regular hourly rate times the number of hours worked in
excess of 40 shall be added to the base pay or; an employee shall be given
"compensatory time off ' on the basis of 1'/2 times the amount of time worked
beyond 40 hours during a workweek. The 40-hour workweek is not pro-rated for
part-time employees. If a 20-hour/week employee works 25 hours one week, the
extra five hours are compensated at the employee's regular rate of pay. Overtime
worked shall be recorded and compensated in units of one-tenth of an hour.
1. Compensatory Time Off -Compensatory time off, in lieu of pay, shall be
granted whenever feasible in accordance with the following provisions:
a. Compensatory Time Off shall be taken within thirty days of date
the overtime is earned.
b. On a case-by-case basis, with the approval of the County Manager,
a Department Director may authorize the accumulation of an
employees' time off (accrued time) beyond thirty days. The
department director must demonstrate to the Manager that to
extend the period for accrued time off would not unduly disrupt the
operation of the Department; however, in no case shall time off
accumulate more than 90 days beyond the time worked.
Compensatory time off may be accumulated up to a maximum of
160 hours of straight work time or 240 overtime hours. Any
overtime worked above this amount shall be paid in the
employee's next regular paycheck.
d. Department Directors must assure that the employees are permitted
to take the time off within thirty days of time earned, and time off
should not be denied unless it would unduly disrupt the operation
of the department.
e. Compensatory time shall be taken before any other leave with or
without pay. (Exception maybe made for prospective retirees
who may need to exhaust vacation leave prior to retirement.)
f. If compensatory time off is not taken by the end of the thirty-day
period, the overtime pay shall be included in the employee's next
regular paycheck. If any extended period of time is granted in
accordance with section (b) above and not taken, then overtime
pay shall be included in the employee's next regular paycheck after
the time for the extension has ended.
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Orange County Personnel Rules and Regulations Manual Issue Date: / _, 20_
2. Paid Compensation -Compensation paid to an employee for overtime
work shall be paid at the regular rate of pay earned by the employee at the
time the employee receives the compensation. Overtime payment shall be
made in accordance with the following guidelines:
a. The Department Director or the authorized representative of the
Department Director must indicate in writing to the Human
Resource Director that an employee's use of compensatory time
off would unduly disrupt the operation of the department and
cannot be granted within the thirty day time period.
b. Funds must be available in the Department's Personnel Services
Account.
c. Department Directors must receive prior approval from the County
Manager before authorizing non-exempt employees to work on the
basis of a cash payment for overtime.
F. Approval Required -Overtime must be pre-approved by the Department Director or
an authorized representative of the Department Director.
To be authorized, the work must be of an unusual, unscheduled, or
emergency nature or necessary activities make it essential.
2. An employee who works hours without the permission or contrary to the
instructions of the department head or their supervisor may not be
compensated for overtime hours worked.
3. Unrecorded hours worked during a workweek by an employee at the job
site or at home must be counted as hours worked if the Department
Director or authorized representative knows or has reasons to know of
such practice. The Department Director or authorized representative must
enforce the no-work rule and may not unjustly benefit from work
performed.
G. Record- A record of all overtime work authorized shall be approved by the
Department Director and recorded on the non-exempt employee's time sheet
appropriately. The time sheet must be signed by that employee and certified by
the Department Director. Such record must be preserved by the Human Resource
Department for a period of two complete fiscal years. If the County Manager has
granted pay for overtime, a copy of the time sheet should accompany the
appropriate overtime payment request form, to the Human Resource Department.
H. Separation -Non-exempt employees shall be paid for any unused compensatory time
off at separation at a rate of compensation not less than the average rate received by
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Orange County Personnel Rules and Regulations Manual Issue Date: / _, 20_
the employee during the last three years of the employee's employment, or the final
regular rate received by the employee whichever is higher.
I. Transfer to Exempt Position -When anon-exempt employee is transferred to an
exempt position, any accrued compensatory time is transferable and must be used
prior to using any sick or vacation time. The Department must maintain separate
balances of compensatory time until the transferred balance is exhausted. Upon
separation, an exempt employee is paid for any remaining compensatory time that
was earned while non-exempt.
J. First Responders - (Sheriff Department Only) Police officers, detectives, deputy
sheriffs, investigators and any other First Responders covered by the FLSA
employees ("first responders") who perform work such as preventing, or detecting
crimes; conducting investigations or inspections for violations of law; performing
surveillance; pursuing, restraining and apprehending suspects; detaining or
supervising suspected and convicted criminals, including those on probation or
parole; interviewing witnesses; interrogating and fingerprinting suspects; preparing
investigative reports; and other similar work are not exempt under Section 13 (a) (1)
of the FLSA regulations and thus are protected by the minimum wage and overtime
provisions of the FLSA.
Any first responder employed in a bona fide executive, administrative or
professional capacity as defined in the FLSA is exempt under this section
of the Ordinance.
2. First Responder Workweek -
a. For schedules requiring a 40-hour workweek, the policies on hours
of work and overtime pay fora 40-hour workweek will apply.
b. For schedules requiring more than 40 hours in a workweek the
following is permissible. The "work period" will consist of 28
consecutive days. In the workweek period of 28 consecutive days
the employee shall receive, for tours of duty, which in the
aggregate exceed 171 hours, compensatory time off or a cash
payment for the overtime hours at a rate of one and one-half times
the hours actually worked or one and one-half times their regular
rate of pay.
First Responder Call Backs -Emergency situation may arise in which an
employee is called back to work to avoid significant service disruption,
avoid placing employees or the public in unsafe situations, protect and/or
provide emergency services to property or equipment; or to respond to
emergencies. An employee who is called back to the work site may
receive compensation in the form of compensatory time off or premium
pay at a rate equal to one and one-half times their regular rate for every
Page 5
~o
Orange County Personnel Rules and Regulations Manual Issue Date: / _, 20_
hour worked on call back time. The on-call rate of pay shall be based on
the hourly rate applicable to that position. Premium pay will be received
in the employees next regular pay period.
4. If a first responder under these provisions has a positive balance of earned
compensatory time off and is promoted to an exempt position, the
accumulation of earned compensatory time off must be paid in cash before
the employee goes into the exempt position.
5. A first responder cannot accumulate more than 320 straight time hours or
480 hours of compensatory time. Any overtime earned in excess of 320
hours must be paid in cash as earned. If compensatory time off is used, it
shall be taken within twelve months from the date earned. If
compensatory time off is not taken by the end of the twelve-month period,
it shall be paid in the employee's next regular paycheck.
6. Employees engaged in first responder activities may also engage in some
non-first responder work as an incident to or in conjunction with their first
responder activities. The performance of such work will not cause the
employee to lose first responder status unless such work exceeds twenty
percent of the total hours worked by that employee during the workweek
or the applicable work period. A person who spends more than twenty
percent of his working time in non-first responder activities shall not be
considered as being engaged in first responder activities for coverage
under this subsection of policy.
K. Occasional or Sporadic Employment - An employee, "employed" by a County
Department may, solely, at their option request advance review and approval of the
County Manager to work part-time occasionally or sporadically in a different County
Department. If approved to work part-time occasionally or sporadically in another
County Department in a significantly different capacity from their regular
employment, the hours worked in the different jobs shall not be combined far the
purpose of determining overtime compensation under this policy.
L. Volunteer - An employee who volunteers hours of service to the County, provided
that "such service is not of the same type of service which the individual is employed
to perform with the County, hours of service will not considered time worked for
overtime compensation. The phrase "same type of services" means similar or
identical services. An example of an employee who could volunteer - an employee of
EMS who volunteers to work as a referee for the Department of Parks and
Recreation. An employee may volunteer hours of service that are of the same type of
service that they perform for the County to another governmental entity, agency, or a
for- or non-profit entity and those hours of service would not constitute work time for
the purposed of overtime compensation. Volunteer service must be the employees'
own free will, with no pressure or coercion, either directly or indirectly, from their
department director or supervisor.
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Orange County Personnel Rules and Regulations Manual Issue Date: / _, 20_
M. Substitution -Two persons employed by the same Department may agree, solely at
their option and with the approval of the Department Director or authorized
representative, to substitute for one another during scheduled work hours in
performance of work in the same capacity. The hours worked in a substituting
capacity shall be excluded from the calculation of hours for which the substituting
employee is entitled to overtime compensation under this policy.
N. Fluctuating Workweek - A salaried non-exempt employee whose hours worked in a
workweek vary from week to week, may be paid pursuant to an understanding that
the employee will receive a fixed amount as straight time pay for whatever hours the
employee are called upon to work in a workweek. The employee will be compensated
for all hours worked over 40 in a workweek at a rate not less than one-half their
regular hourly rate of pay. To use the alternative method of calculation for overtime
pay all of the following conditions must be met.
An employee's hours must fluctuate from week to week;
2. The employee must receive a fixed weekly salary that remains the same
regardless of the number of hours that the employee works during the
week;
3. The fixed amount must be sufficient to provide compensation at a regular
rate not less than the legal minimum wage;
4. The employer and the employee must have a clear, mutual understanding
that the employer will pay the employee the fixed weekly salary regardless
of the hours worked; and
5. The employee must receive a fifty percent overtime premium in addition
to the fixed weekly salary for all hours that the employee works in excess
of forty during that week.
This Section of the Rules and Regulations will become effective upon signing of this document.
Adopted this the day of December 2007
County Manager
Page 7
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Attachment 4, Overtime Compensation Examples
OVERTIME COMPENSATION
Examples
Example ANon-exempt employee normally scheduled to work eight
hours/day, Monday -Friday.
Sun. Mon. Tues. Wed. Thurs. Fri. Sat.
0 8 8 8 9 8 0
Total hours worked = 41 hours (41 minus 40 = 1 hour at time and a half for
compensatory time off or overtime pay.)
Example BNon-exempt employee normally scheduled to work eight
hours/day, Monday -Friday with scheduled vacation during the workweek.
Sun. Mon. Tues. Wed. Thurs. Fri. Sat.
0 8V 8 8 10 8 0
Total work time = 34 plus 8 hours scheduled vacation = 42 hours paid at
straight time. (No overtime is earned in this example because hours actually
worked did not exceed 40.
Example CNon-exempt employee normally scheduled to work eight
hours/day, Monday -Friday. Employee is out on sick leave all day Monday
and was called back to work on Saturday for one hour.
Sun. Mon. Tues. Wed. Thurs. Fri. Sat.
0 8S 9 10 10 10 2
Total work time = 41 plus 8 hours sick leave = 49 hours paid at regular
straight time and 0 hours of overtime compensation at time and a half. The
employee was called back and worked 1 hour on Saturday but received 2
hours call back credit. Overtime compensation begins when an employee
actually works over 40 hours, because the actual time worked on Saturday is
only 1 hour the employee would get straight time pay for their hours worked.
~~
~~
Example DNon-exempt employee normally scheduled to work eight
hours/day, Monday -Friday. Monday was a holiday which employee was
required to work.
Sun. Mon. Tues. Wed. Thurs. Fri. Sat.
0 8H 8 8 8 8 0
Total work time = 40 hours plus either 8 hours holiday compensation pay or
time off in lieu of pay.
Example ENon-exempt employee normally scheduled to work four
hours/day, Monday -Friday.
Sun. Mon. Tues. Wed. Thurs. Fri. Sat.
0 4 4 4 6 4 0
Total hours worked = 22. Since total hours do not exceed 40, the employee
receives 22 hours pay at straight time.
First Responders - In each of the following examples the amount of
time worked for overtime is not calculated until the end of the work
period.
Example F First Responder non-exempt employee scheduled to work rotating
12-hour shifts, Monday -Sunday. 7 day work period
Mon. Tues. Wed. Thurs. Fri. Sat. Sun.
12 12 0 0 12 12 12
Total hours worked would be 60 hours. Total hours would exceed the 43-
hour work period and the employee receives 25.5 hours paid compensation
or time off.
Ove~•time Compensation Examples
Page 2 of 4
ag
Example G First Responder non-exempt employee scheduled to work rotating
12- hour shifts, Monday -Sunday. 14 day work period
Mon. Tues. Wed. Thurs. Fri. Sat. Sun.
12 12 0 0 12 12 12
0 0 12 12 0 0 0
Total Hours worked would be 84 hours. Total hours would not exceed the
86-hour work period and employee receives 0 hours paid compensation or
time off.
Example H First Responder non-exempt employee scheduled to work rotating
12-hour shifts, Monday -Sunday. 21 day work period
Mon. Tues. Wed. Thurs. Fri. Sat. Sun.
12 12 0 0 12 12 12
0 0 12 12 0 0 0
12 12 0 0 12 12 12
Total Hours worked would be 144 hours. Total hours would exceed the 128-
hour work period and employee receives 24 hours paid compensation or time
off.
Examp/e I First Responder non-exempt employee scheduled to work rotating
12-hour shifts, Monday -Sunday. 28 day work period
Mon. Tues. Wed. Thurs. Fri. Sat. Sun.
12 12 0 0 12 12 i2
0 0 12 12 0 0 0
12 12 0 0 12 12 12
0 0 12 12 0 0 0
Total Hours we
171-hour work
time off.
•ked would be 168 hours. Total hours would not exceed the
period and employee receives 0 hours paid compensation or
Overtime Compensation Examples
Page 3 of 4
a~
Example J Fluctuating Workweek - An employee, whose schedule varies from
week to week, rotating 24 hours on and 72 hours off.
Mon. Tues. Wed. Thurs. Fri. Sat. Sun.
6.5 0 0 18 6.5 0 0
18 6.5 0 0 18 6.5 0
0 18 6.5 0 0 18 ~ 6.5
0 0 18 6.5 0 0 18
Total hours worked would be in week one 31; in weeks two and three 49;
and in week four 42.5. If the employee received a salary of $35,000, they
would receive a fixed rate of $673.08 each week or $16.83 per/hr, regardless
of whether they worked 40 hours or not. In week one the employee would
receive a straight $673.08. In week two the employee would receive
$673.08 and overtime for every hour worked over 40. The overtime would
be compensated based on the number of hours in the workweek that they
worked using the calculation (weekly fixed pay/ hours worked)/2 or
(673.08/49)/2. The overtime rate of pay would be $6.87 per/hour. The total
amount of overtime pay would be $61.81 verses the standard overtime pay
(time and half) of $227.16.
Note: The hourly rate of pay can never go below the current minimum wage.
Overtime Conzperzsation Examples
Page 4 of 4