Except as otherwise provided by Charter, any authorized time worked in excess of the forty (40) hour weekly work schedule shall be considered overtime and shall be compensable at the rate of one and one-half (1-1/2) times the overtime worked, whether compensated by monetary payment or by the granting of compensatory time off. Only designated work groups are eligible for overtime as defined.
Overtime resulting from required attendance at training classes or training meetings shall be compensable at the straight-time rate in an amount equal to the overtime worked unless monetary payment at a different rate is prescribed for an employee covered by the Fair Labor Standards Act. For the purpose of determining eligibility for overtime compensation, any absence with pay shall be considered as time worked. Effective November 23, 2014, for all employees except Dispatchers and Social Workers in Children and Family Services, for purposes of determining eligibility for overtime compensation, only holidays time off on County-recognized paid holidays shall be considered as time worked. All other absences with pay shall not be considered time worried, except vacation and CTO shall count as hours worked when the employee is called back to work after regular hours pursuant to Section 7.4 of the MOU.
Effective November 23, 2014, in exchange for the change in overtime eligibility, the salary schedules for all employees except Dispatchers and Social Workers in Children and Family Services will be increased by one-half percent (0.5%).
Within twelve (12) months of the effective date of the successor MOU, the County and Union shall reopen the issue of removal of paid time off from the calculation of hours worked for Dispatchers and Social Workers in Children and Family Services.
The smallest increment of working time that may be credited as overtime is six (6) minutes. Portions of six (6) minutes worked at different times shall not be added together for the purpose of crediting overtime. Overtime shall be calculated from the employee’s base pay only unless monetary payment at a different rate is prescribed for an employee covered by the Fair Labor Standards Act.