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City of Eugene <br /> ~I Human Resource and Risk Services Policies <br /> ~ 3-326 Overtime--Method of Compensation (Revised 09/16/02) <br /> i <br /> FLSA-covered employees may choose either overtime payment or compensatory time <br /> accrual as payment for any overtime worked. <br /> i <br /> 3-327 Management Vacation and Comp Time Accumulation/Payoff <br /> 3-327.1 Management Vacation Accrual Limits And Payoff (Revised 09/16/02) <br /> Management vacation may be used after 6 months of employment. If exempt <br /> employees resign after the six months of employment, any unused management <br /> vacation accrual will be paid off. <br /> <br /> I <br /> Management vacation accruals may be paid if requested in writing by an <br /> employee and approved by the Executive Manager. Management vacation payoff <br /> requests will be considered if an employee would otherwise lose accumulated <br /> vacation, has generally used regular vacation time, or has good reasons for <br /> requesting a payoff, such as the funding of vacation activities. <br /> Management vacation payoff requests are limited to one payoff per employee per <br /> fiscal year. The payoff is limited to the maximum monetary equivalent of one <br /> fiscal year's management vacation accrual, dependent on the availability of funds. <br /> Employees are eligible for payoff after 6 months of employment. A memo <br /> authorizing the management vacation payoff, signed by the Executive Manager, <br /> must be submitted to HRRS prior to coding the payoff on the timesheet. <br /> 3-327.2 Compensatory Time Accrual Limits <br /> Compensatory time may not accrue beyond eighty (80) hours (112 hours for 56 <br /> hour/shift employees), except in emergency situations and with executive manager <br /> approval. When accrual is allowed to exceed eighty (80) hours (112 for 56 <br /> hour/shift employees), the employee must use or be paid for the excess accrual <br /> within 12 months. Accrued comp time is compensable upon termination. , <br /> Bargaining unit contracts may vary from this policy. The contract language <br /> prevails and must be checked for accrual limitations and other stipulations. <br /> 3-330 ATTENDANCE <br /> 3-331 Policy on Reporting Absenteeism <br /> Human Resource and Risk Services Revised: 09/16/02 <br /> <br />