Schedule Adjustments and Compensatory Time Policy for Employees in Fair Labor Standards Act Exempt Classifications
- Schedule Adjustments
Employees in B, C, D, and FLSA Exempt E classifications may work with their immediate supervisor to adjust their schedules for any compensatory time of two hours or less. The supervisor and employee must maintain records for their files of the exact times in which the compensatory time was gained and the schedule adjustment for which it is being made. - Compensatory Time
An employee in B, C, D, and FLSA Exempt E classifications may request compensatory time when he or she has physically worked over 45 hours in one week. This time may be granted at the President’s discretion. Physical hours do not include those awarded for paid leave. If permitted by the President, exempt full-time employees may be awarded straight compensatory time, meaning for every one hour physically worked over 45 hours, the employee may receive one hour in compensatory time. To request compensatory time, an employee should submit the Adjustment of Work Schedule Request form available on the Forms page on the NACC website. The employee must receive approval from the President before this compensatory time will be granted.
The supervisor of the exempt full-time employee must keep track of all compensatory time earned, and the exempt employee must use the time with supervisor approval within sixty days of it being accrued, or it is considered forfeited. An employee should request to use this leave by submitting an Employee Leave Request and noting on the request that he or she would like to use compensatory time, attaching a copy of the approved Adjustment to Work Schedule Request form. Compensatory time may not be used during and is not granted for such periods as final examinations, in-service, graduation, or other key timeframes and events that are a part of the College’s operation. It is not granted to extend an employee’s vacation time between semesters. An employee who has available compensatory time should request to use it before requesting to use annual, personal, or sick leaves for absences.
When exempt full-time employees do not work 40 hours each week, they are required to take compensatory time or appropriate accrued leave to make up for their failure to work 40 hours. Full-time exempt employees are required to work during the institution’s regular business hours and according to their approved work schedules, unless the employee has express permission from the supervisor to work outside regular business hours. Compensatory time is not paid for exempt employees at the time of separation from the College.
Only the President is allowed to make exceptions to these policies.
Schedule Adjustments and Compensatory Time Policy for Fair Labor Standards Act Nonexempt Classifications
- Schedule Adjustments
An employee may be asked to work at or prepare for College events during the evenings or on Saturdays or Sundays. At such times, an employee will work with his or her supervisor to adjust his or her schedule of that particular work week so that the total working hours will not exceed forty (40). - Compensatory Time
Requests for compensatory time may be approved in rare circumstances by the President. A non-exempt employee must have the specific, prior approval of the President before working past his or her normal 40-hour work week. If approved, compensatory time will be granted at one-and-one-half (1 ½) the time worked over the normal 40-hour work week. For example, an employee working 42 hours during a week would receive three hours of compensatory time. Frequent or repeated overtime without prior approval may lead to disciplinary action. To request compensatory time, an employee should submit the Adjustment to Work Schedule Request form, available online on the Forms page, to the President as soon as the need for compensatory time is anticipated.
An employee who has been approved for compensatory time must request use of the accrued time within two months and should request to use available compensatory time before requesting to use annual, personal, or sick leaves for absences. The requested use cannot unduly disrupt the operations of the College. Compensatory time may not be used during periods as in-service, graduation, or other key timeframes and events that are a part of the College’s operation. If approved, an employee should request to use his or her compensatory time by completing an Employee Leave Request and noting on the request that he or she would like to use compensatory time. A copy of the approved Adjustment to Work Schedule Request form should be attached.
An employee who has accrued compensatory time shall, upon termination of employment, be paid for the unused compensatory time at a rate of compensation not less than (a) the average regular rate of pay for such employee during the last three years of employment or (b) the final regular rate of pay received by such employee, whichever is higher.
Only the President is allowed to make exceptions to these policies.