The Director of Human Resources shall allocate all job classifications to the following work groups for purposes of determining overtime compensation as set forth below.. The Human Resources Director’s decision shall be final, provided however, that prior to changing the work group of an existing classification covered by this MOU, the Human Resources Director shall notify the Council of the contemplated change and, if requested, discuss with the Council the reasons for the work group change.
(1) Work Group 1: Employees in Work Group 1 may be compensated for overtime worked either by monetary payment or by compensatory time off, at the employee’s option. Comp time which accrues in excess of eighty (80) hours must be liquidated by monetary payment. Monetary payments for overtime must be paid not later than the next payroll following the pay period in which the overtime was worked.
All employees considered non-exempt under the Fair Labor Standards Act shall be in Work Group 1.
(2) Work Group 5: Employees in Work Group 5 are considered exempt under the FLSA and may be compensated for overtime worked either by monetary payment or by compensatory time off, at the option of the employee. Compensatory time off which accrues in excess of eighty (80) hours must be liquidated by monetary payment.
Notwithstanding the allocation of job classifications to work groups, any employee covered by the FLSA shall be compensated in accordance with the Act.
Should the County, through some future Federal ruling, be exempted from the FLSA, the County shall then revert to the base rate for the computation of overtime.