§ 82-85. Compensatory time—General

Each department is responsible for recording time worked beyond the normal work hours.

(1) Some staff positions are required to be on call 24/7 to provide after-hour assistance as needed. A list should be prepared alerting staff about who is to be available to take calls.

(2) All hours worked by staff must be consistently captured in Kronos or other time tracking devices, especially when they are on call; this will assist everyone in accurately tracking the work hours. Please note that the status of being "on call" does not, in of itself, automatically count toward hours worked. The individual must actually perform bona-fide work activities.

(3) While employees may be allowed to work from home on a temporary basis, staff must contact their manager and get clearance to do so, unless they are on call. Requests to work from home on a frequent basis must follow the requirements of the county's telecommuting policy, section 82-33.

(4) Employees are expected to be at work when the county is open for business. If inclement weather impedes an employee from making it to work, even though the county is open, there are three options available to the manager:

a. The employee's time may be recorded as vacation time;

b. The employee can work from home, with the manager's approval and the completion of bona-fide work deliverables, and the employee time is recorded as a normal work day;

c. The manager can (at his discretion) consent to use approved time off (ATO), providing that the employee has worked hours in addition to the minimum number of required hours;

(5) Managers are to be sensitive to the hours employees work when they are required to work additional hours on a consistent basis. This includes both the hours that are worked from home (with agreement) or in the office. Managers have the option to allow flexible work schedules to offset the need to work extra hours on a regular basis.

(Ord. No. 2011-1463, 8-30-2011)