Page 24 - Employee Handbook 1-2015 rev9

Overtime work shall be kept at a minimum and shall be authorized only when it is
necessary to meet the City’s operating requirements and then only by the department head or
authorized representative. For the purposes of overtime compensation, four categories determine
eligibility: Non-exempt, Exempt, Fire and Police.

NON-EXEMPT: This class is eligible for overtime pay at the rate of 1.5 times the
regular rate of pay for hours worked in excess of 40 hours per week.

Holiday hours are not counted as time worked for overtime purposes. Only hours worked
will be considered to calculate overtime. Refer to Section III, “Paid Holidays”

EXEMPT: Federal law does not require payment of overtime compensation for exempt
employees. Positions with executive, professional, or administrative responsibilities often
require unlimited hours to perform.

Exempt employees may be granted overtime pay only upon the recommendation of the
department, division or office head, and upon the certification of the City Manager that such
work is occasioned by an emergency.

FIRE: Non-exempt fire suppression employees may receive 1.5 times the regular rate of
pay for all hours worked in excess of 159 hours in a 21-day work period. If no vacation or sick
time is taken during that period, they receive an additional 9 hours of regular pay that accounts
for the hours from 160 to 168. Hours worked in excess of 168 in a 21-day work period are paid
at 1.5 times the regular rate of pay.

POLICE: Non-exempt sworn employees may receive 1.5 times the regular rate of pay
for all hours worked in excess of 171 hours in a 28-day work period.

Overtime work for all employees must be authorized by the department and reported on
the payroll time card.

H. Compensatory Time

Compensatory time off shall not be used in lieu of overtime compensation for positions
classified as “nonexempt”. “Exempt” positions are not eligible for monetary overtime
compensation. Exempt employees are expected to perform unlimited hours of work to fulfill
their professional, executive and administrative duties and responsibilities. When approved by
the department head and/or the assistant city manager or city manager, exempt employees may
be granted compensatory time off in an amount not to exceed hours worked above the
employee’s normal work schedule.

For payroll reporting purposes, compensatory time is recognized and recorded as non-
work time (NWT).

City of Winston-Salem Employee Handbook November 2014 Revision 15