Each non-exempt employee compensated on an hour-by-hour basis, whether full or part-time, permanent, or temporary, will be paid no less than the prevailing minimum wage. Whenever a non-exempt employee must work more than forty hours in a given work week, the employee is compensated at one and one-half times their regular hourly wage rate. This compensation is in the form of overtime pay or compensatory time. Overtime will not be permitted without prior authorization of the superintendent.
Employees may elect to take compensatory time off in lieu of overtime pay or in lieu of straight-time pay for hours worked over the employees’ normal schedule. (Computation example - one hour of straight time worked equals one hour of compensatory time; one hour of overtime worked equals one and one-half hours of compensatory time.)
The employee must notify the supervisor prior to the payroll cutoff date whether he/she chooses overtime pay or compensatory time. The time off taken by the employee as compensatory time is subject to the approval of the supervisor, however, every effort shall be made to comply with the request of the employee consistent with the staffing needs of the department or building. Earned compensatory time, that an employee has banked but not taken off, shall be paid to the employee by the District in the final pay period of the budget year (June). Employees must notify business office of compensatory payment due to the employee no later than May 31st of the same fiscal year.
An employee not historically of a type scheduled to work on Saturdays, Sundays, or holidays who is recalled to work on a Saturday, Sunday, or holiday, shall receive a minimum of two (2) hours pay for work on said Saturday, Sunday, or holiday.
Legal Reference: Garcia v. San Antonio Metropolitan Transit Authority, 469 U.S. 528 (1985).
29 U.S.C. §§ 2601 et seq. (2012).
29 C.F.R. Pt. 511 (2012).
Cross Reference: 411.3 Classified Employee Contracts
412.1 Classified Employee Compensation
Approved: September 17, 2018
Reviewed:
Revised: