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March 26, 1992 <br /> <br />MEMO <br /> <br />To: John Witherspoon <br />From: Blair ~e~nnett and Don Moorhead <br /> <br />Subject: Approval of Board Policy concerning compensatory pay <br /> <br />Per your request that a permanent approved policy be adopted by the <br />Board of Commissioners relating to payment for compensatory time <br />under certain conditions the following information is provided. <br />Cabarrus County employees are subject to the terms and conditions <br />of the Fair Labor Standards Act. This Act outlines different <br />categories for employees depending upon their job description and <br />whether they are considered exempt or non-exempt employees. Two <br />classes of employees, law enforcement and emergency medical <br />services, are covered by special overtime provisions that require <br />payment of all overtime during their respective pay periods. <br />Therefore these employees would never accumulate any compensatory <br />time and thereby the need to examine these employees for any future <br />compensatory pay would not be necessary. All other County employees <br />are classified exempt or non-exempt for compensatory pay. Exempt <br />employees, which mostly includes all professional employees and <br />department heads are also not eligible for any compensatory pay <br />consideration. This therefore leaves just those non-exempt <br />employees that accrue compensatory time eligible for payment. <br /> <br />Prior experience has shown this to involve ten or less individuals. <br />They tend to be key employees with many years of longevity, which <br />causes their vacation leave to be generated at a rate much higher <br />than the average for our employees. If all of such accumulated <br />time were to be taken off it would cause severe operating <br />difficulties for those employee's departments. <br /> <br />I would therefore request that the Board of Commissioners approve <br />a policy requiring that only those eligible non-exempt employees be <br />paid twice a year in November and May if they have at least 200 <br />hours of vacation and more than 50 hours of compensatory time. <br />Otherwise they should be able to manage the taking of compensatory <br />time thru proper scheduling by department supervisors. This policy <br />will be closely monitored to prevent abuse and to minimize costs. <br />The only other requirement to pay non-exempt employees for <br />compensatory time accrued is upon termination. <br /> <br /> Finance Department <br /> <br />P.O. Box 707 · Concord, NC 28026-0707 · (704) 788-8104 <br /> <br /> <br />