Comp Time & Overtime
Effective July 1, 2023 all DNR permanent non-exempt employees who are eligible for overtime will be defaulted to paid overtime. Communication was sent to all eligible employees the last week of June. If you wish to earn comp time instead of being paid overtime please submit the form under Comp Time/Overtime Election below.
This does not apply to Temporary Employees.
Comp time balances as of 6/30/23 will remain available for employees to take. They will only be paid out in these circumstances:
At the time of termination.
At the time of transfer to another division or state agency.
At the end of the fiscal year, comp time over the maximum amount.
Upon mutual agreement between the employee and the division.
Compensatory Time
Employees who earn Comp Time cannot ever lose it. However, to comply with State Personnel Rule 3-27, in July of each year, DNR Payroll will examine all employee compensatory balances as of the end of the preceding fiscal year (June 30th). Per DNR policy, employee balances that exceed the prescribed limits of 240 hours (or 480 hours for 7(k) employees) will have the excess amount paid on the next scheduled payroll period. To use existing Comp Time, submit a request using the Request Time Off screen in Kronos.
Overtime Pay Information
Overtime must be approved in advance. The number of hours paid shall be certified on the timesheet by the supervisor. Monthly paid employees will be paid overtime the month after the overtime pay was earned.
Comp Time/Overtime Election
Employees can change between overtime paid and comp time once per year. If you would like to change please submit the Compensatory Time/Overtime Pay Election Form to DNR_Payroll@state.co.us. These changes will take effect on the next payroll schedule after the form is submitted.
7(k) Wildlife Managers
If you are a Wildlife Manager II or III eligible for the 2 FLSA periods you can elect to be paid overtime or comp time. The overtime calculations will still be done manually by DNR Payroll. If you elect to be paid overtime, once the FLSA period is over, DNR Payroll will calculate your overtime and pay the overtime on the next payroll. If you elect to remain earning comp time, the comp time will be calculated and added to your balance.
3-27. Overtime is the actual hours worked by a non-exempt employee in excess of the forty (40) hours during a standard FLSA workweek or in excess of established work hours in adopted work periods for law enforcement, healthcare, and fire protection employees. Such excess hours are paid at one and one-half (1 ½) times the employee’s regular hourly base pay rate, including applicable premium pay. Nonexempt employees paid on a biweekly or monthly pay cycle shall be paid overtime on the employee’s next regularly scheduled payroll following the period the overtime was earned. Biweekly employees shall be paid on the biweekly payroll and monthly employees shall be paid on the monthly payroll. (11/1/2019)
A. Overtime for nonexempt employees shall be approved in accordance with a department’s procedure. A department head shall establish a policy to address unauthorized overtime work; however, prohibition of unauthorized overtime does not avoid the requirement to pay if it is actually worked.
B. Compensatory time in lieu of monetary payment is allowed if there is a written agreement between the department and any employee hired after April 15, 1986. Written agreements for those hired prior to April 15, 1986, are unnecessary provided that the department had a regular practice in place for granting compensatory time. Acceptance of compensatory time may be a condition of employment for new employees. Appointing authorities shall ensure that compensatory time is scheduled as soon as practical. Compensatory time shall not exceed two hundred and forty (240) hours (or four hundred and eighty (480) hours – see the FLSA) and any additional overtime shall be paid as indicated in Rule 3-27. If a department wants to place limits on the accrual or payment of compensatory time up to two hundred and forty (240) hours (or four hundred and eighty (480) hours – see the FLSA), a policy shall be developed and communicated prior to use and on an ongoing basis. Unused compensatory time at termination or transfer to another department shall be paid at that time. (11/1/2019)