It is imperative that supervisors be aware of the workload of each of his employees, and in cases where extraordinary amounts
of time worked over 40 hours is being spent on the job, determine whether or not job expectations, productivity, staffing
or other resource problems exist. If so, the manager should take corrective actions.
Each elected official/department head is held accountable for the utilization and accrual of overtime and compensatory time
in their department. This accountability includes ensuring that employees do not accrue excessive amounts of overtime/compensatory
time and, if accrued, it is not carried forward year after year. The county's goal is to compensate employees for overtime
or compensatory time at the same pay rate at which it is accrued. Therefore, all accruals should be limited and the scheduling
or pay for accruals should be within the same (1) pay period, (2) month, (3) quarter, or (4) fiscal year in which it is earned.
Supervisors shall have the discretion to require employees to use compensatory time to limit compensatory time accruals, require
use of compensatory time in lieu of vacation accruals, and substitute use of compensatory time in lieu of sick leave in cases
of questionable use of sick leave or when sick leave accruals have been exhausted.
(Ord. No. 2011-1463, 8-30-2011)
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