![]() ![]() If accrued compensatory time off is not used by an FLSA-nonexempt employee within 26 pay periods or if the FLSA-nonexempt employee transfers to another agency or separates from Federal service before the expiration of the 26 pay period time limit, the employee must be paid for the earned compensatory time off at the overtime rate in effect when earned. (An FLSA-exempt employee whose earned compensatory time off would otherwise be forfeited due to an exigency of service beyond the employee's control must receive payment for the unused compensatory time off at the overtime rate in effect when earned.)Īn FLSA-nonexempt employee must use accrued compensatory time off by the end of the 26th pay period after the pay period during which it was earned. Forfeit the unused compensatory time off, unless failure to use the compensatory time off is due to an exigency of the service beyond the employee's control.Receive payment for the unused compensatory time off at the overtime rate in effect when earned or.Time Limits FLSA-exempt employeesĪn FLSA-exempt employee must use accrued compensatory time off by the end of the 26th pay period after the pay period during which it was earned.Īn agency may provide that an FLSA-exempt employee who (1) fails to take earned compensatory time off within 26 pay periods or (2) transfers to another agency or separates from Federal service before the expiration of the 26 pay period time limit. No mandatory compensatory time off is permitted for wage employees or in lieu of FLSA overtime pay. 5541(2)) receive compensatory time off in lieu of overtime pay for irregular or occasional overtime work, but only for an FLSA exempt employee whose rate of basic pay is above the rate for GS-10, step 10. MandatoryĪgencies may require that an FLSA exempt employee (as defined at 5 U.S.C. 5342(2), but there is no authority to require that any prevailing rate (wage) employee be compensated for irregular or occasional overtime work by granting compensatory time off.Ĭompensatory time off may be approved (not required) in lieu of regularly scheduled overtime work only for employees, including wage employees, who are ordered to work overtime hours under flexible work schedules. ![]() 5541(2).Ĭompensatory time off can also be approved for a "prevailing rate employee," as defined at 5 U.S.C. When permitted under agency flexible work schedule programs, time off with pay in lieu of overtime pay for regularly scheduled or irregular or occasional overtime work.Ĭompensatory time off may be approved in lieu of overtime pay for irregular or occasional overtime work for both FLSA exempt and nonexempt employees who are covered by the definition of "employee" at 5 U.S.C.Time off with pay in lieu of overtime pay for irregular or occasional overtime work, or.Voluntary Separation Incentive Paymentsįact Sheet: Compensatory Time Off Description.Guidance for Agency Leaders & Coordinators.Employee Wellness Programs Toggle submenu.Training Program Management Toggle submenu.Snow & Dismissal Procedures Toggle submenu.Presidential Rank Awards Toggle submenu.Senior Executive Service Toggle submenu.Recruitment, Relocation & Retention Incentives. ![]()
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