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COLUMBIA COUNTY BOARD OF COMMISSIONERS APPROVED: July 21, 2009 RENAMED AND AMENDED: June 17, 2014 September 21, 2021 TOPIC: Recording, Utilization and Auditing of Overtime Policy Number 218.1 POLICY SECTION: Human Resources Page 1 of 2 I. PURPOSE To establish policy guidelines for the recording, utilization and auditing of Overtime performed by Employees of the County. II. RESPONSIBILITY The Finance Department shall ensure that a permanent record of Overtime accrued is kept on all Employees based on information provided by Department Heads, and that the proper payment is made and accounted for at the end of each pay period. The Finance Department shall ensure that eligible Employees are compensated for all earned Overtime. III. POLICY In the event of any conflict between this policy and the Federal Fair Labor Standards Act (FLSA) the FLSA shall control. The Human Resources Director will identify Exempt and Non-exempt position classifications. Exempt Employees as described in accordance with the FLSA are exempt from Overtime 1) Non-exempt employees will be compensated for Overtime at the rate of one and one-half (1 ½ ) hours for each hour worked in excess of the number of hours allowed per work week as designated under the FLSA. IV. DEPARTMENT MANAGER RESPONSIBILITIES Department Manager 1) It shall be the responsibility of each Department Manager to equitably administer the use of Overtime within their respective departments. 2) Department Managers are the authorized authorities for the approval of Overtime.. 3) Department Managers shall ensure that all Overtime earned is recorded on the Employee's time sheet as it occurs. 4) Department Managers will make every effort to minimize the utilization of Overtime within their departments. ---PAGE BREAK--- COLUMBIA COUNTY BOARD OF COMMISSIONERS APPROVED: July 21, 2009 RENAMED AND AMENDED: June 17, 2014 September 21, 2021 TOPIC: Recording, Utilization and Auditing of Overtime Policy Number 218.1 POLICY SECTION: Human Resources Page 2 of 2 5) Temporary adjustments in working hours or realignment of duties within the department should be considered as alternatives to the use of Overtime. Overtime shall be considered necessary only in emergency situations, wherein additional effort is needed to complete a task which is critical in nature. 6) As a general rule, Compensatory Time is discouraged, however, a Division Director or Department Head may, at his or her discretion, allow employees to work additional hours during a work week, but the excess hours must be used before the end of the work week. If the employee is unable to use the excess hours by the end of the work week, the hours must be paid as Overtime.