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This document outlines the policies regarding compensatory leave and on-call compensation for employees of the Department of Health and Human Services in North Carolina, including details on eligibility,

How to fill out compensatory time overtime and

How to fill out Compensatory Time, Overtime and On-Call Agreement

1. Begin by obtaining the Compensatory Time, Overtime and On-Call Agreement form from your HR department or company's internal portal.
2. Fill out your personal information at the top of the form, including your name, department, and employee ID.
3. Review the section that describes Compensatory Time, Overtime, and On-Call policies to understand what is being asked.
4. Specify the dates and hours for which you are requesting Compensatory Time or Overtime.
5. If applicable, indicate the reason for your request in the designated area of the form.
6. Have your supervisor review and sign the form to approve your request.
7. Submit the completed form to your HR department for processing.
8. Keep a copy of the submitted form for your records.

Who needs Compensatory Time, Overtime and On-Call Agreement?

1. Employees who frequently work beyond their scheduled hours.
2. Individuals eligible for extra compensation for overtime work.
3. Employees who need flexibility in time off due to variable work demands.
4. Staff in roles that require being on-call for emergencies or client needs.

People Also Ask about

What is the FLSA rule for compensatory time?

Comp time must be provided at the same rate as the overtime rate, typically one and one-half hours per hour of overtime worked. There must be a written agreement between the employer and the employee before the overtime work is performed. Employees must request comp time in writing.

What is the difference between compensatory time and overtime?

Overtime work generally falls into two categories: regularly scheduled overtime work and irregular or occasional overtime. Compensatory time is in lieu of payment for irregular or occasional overtime work. You can only earn compensatory time for regularly scheduled overtime if you are on a flexible work schedule.

How does on call work with overtime?

On-call is not the same as overtime. However, if non-exempt employees are engaged to wait, their time spent on-call counts towards their total hours worked. And if the employees work more than 40 hours per week, they are eligible for overtime pay, whether they are actively working or on-call.

What is an example of compensatory time?

For non-exempt employees, compensatory time expires at the end of the pay period in which they earned it. For example, if you receive paychecks on the first and 15th of every month and worked overtime on the 20th, it's important that you take your comp time off before the pay period ends on the last day of the month.

What are the 2 different types of overtime?

Yes, California law requires that employers pay overtime, whether authorized or not, at the rate of one and one-half times the employee's regular rate of pay for all hours worked in excess of eight up to and including 12 hours in any workday, and for the first eight hours of work on the seventh consecutive day of work

Is compensatory time paying for ot work with time off rather than with overtime pay?

Compensatory time off may be approved in lieu of overtime pay for irregular or occasional overtime work for both FLSA exempt and nonexempt employees who are covered by the definition of "employee" at 5 U.S.C. 5541(2). Compensatory time off can also be approved for a "prevailing rate employee," as defined at 5 U.S.C.

What are the disadvantages of comp time?

Downsides of comp time include: If comp time is offered regularly, employees may come to expect it every time they work overtime. It can lead to wage and hour claims and disputes over whether employees are truly exempt or non-exempt.

For pdfFiller’s FAQs

What is Compensatory Time, Overtime and On-Call Agreement?

Compensatory Time refers to time off given to an employee in lieu of overtime pay for hours worked beyond the standard workweek. Overtime is the extra time worked beyond the regular hours, typically compensated at a higher rate. An On-Call Agreement involves employees being available to work beyond their scheduled hours, often compensated when they are called in to work.

Who is required to file Compensatory Time, Overtime and On-Call Agreement?

Employees who work overtime hours, use compensatory time, or are on-call are required to file this agreement. It typically applies to those in non-exempt positions under the Fair Labor Standards Act (FLSA).

How to fill out Compensatory Time, Overtime and On-Call Agreement?

To fill out the agreement, an employee should provide details such as the date, the number of hours worked beyond regular hours, the reason for overtime or on-call work, and any compensatory time taken or requested. The form must be signed by both the employee and a supervisor.

What is the purpose of Compensatory Time, Overtime and On-Call Agreement?

The purpose of the agreement is to ensure proper documentation and authorization of extra hours worked, compliance with labor laws, and to provide clarity on compensation or time off for employees who work beyond their standard hours.

What information must be reported on Compensatory Time, Overtime and On-Call Agreement?

The agreement must report information such as the employee's name, department, dates of overtime or on-call work, total hours worked, compensatory time earned or used, reasons for the extra hours, and signatures from the employee and supervisor.