Download PDF Packet - Agenda

equest. A “reasonable period” will be that defined by federal law. See 29 CFR
§553.25. Subsection 553.25, 29CFR, and other authority defines "reasonable
period".
5. Disposition of Compensatory Time for Employees Promoted From a Nonexempt
to an Exempt Position: An employee who is promoted to an exempt position
from a non-exempt position shall be paid all accrued overtime or comp time on the
next payroll following the promotion.
6. Department Review of Compensatory Time Accruals: Each department head
is herein requested to review (as necessary) the accrued compensatory time of each
employee in his/her respective department and insure that subject employees are
authorized to take (off from work) the necessary amounts of comp time to avert
forced cash payments for the same. Forced cash payments will occur at the end of
each month wherein a non-exempt employee exceeds the maximum number of hours
allowed for accrual by law as cited herein.
b. Exempt Employees and Administrative Leave: Employees classified as "Exempt"
should meet the criteria established by 29 CFR, Part Section 541, and applicable case law
interpretations. Exempt employees are compensated on a salary basis. They are not paid
overtime and do not accumulate compensatory time. They are eligible for all other benefits.
Exempt employees may utilize earned paid leave or administrative leave for absences. If
leave is not used or is exhausted, the employee's pay may be reduced. Exempt law
enforcement and exempt non-law enforcement employees are expected to work as necessary
to get the job done. It is recognized that under certain circumstances, some exempt
employees may be required to work for inordinately long periods. In such case, department
heads may grant paid administrative leave for not more than eight (8) hours in any one week
period. In no case (without prior approval from the Commissioners Court) shall
administrative leave in excess of eight (8) hours in any one week period, be granted to any
exempt employee. Department Heads should, for information purposes, keep a record of
time worked and absences of exempt employees.
c. Elected Officials: County Elected Officials receive annual salaries as determined by
the Commissioners Court or state law. These elected officials are not eligible to receive any
payment of accrued sick leave or vacation upon termination or retirement from the county.
They are not eligible for longevity pay. They are eligible for workers compensation benefits
if injured in the course of employment.
3.25 Final Pay For Departing Employees: At the time of departure from county employment, the
departing employee's benefits and time accruals will be balanced and paid off. If an employee leaves
on a month wherein the monthly pay allocation for that month exceeds the number of hours worked,
the balance will be adjusted so the county pays only for the hours actually worked and benefits
actually accrued up to the point of termination. Pay-off for accrued vacation is limited to 96 hours
for non-law enforcement, and 102 hours for law enforcement personnel. Remaining sick leave
balances, at the rate of one-half (1/2) the accrued time and not to exceed 240 hours, will be paid only
to employees eligible for retirement under the Texas County and District Retirement System
(exclusive of elected officials). All other employees’ sick leave balances will be adjusted to zero at
the time of departure, as stated in paragraph 4.27. Pay-offs for compensatory time will be computed
in accordance with the provisions of paragraph 3.24 above.
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Nueces County Civil Service Commission Page -28-
Rules and Regulations [Adopted on ___________]