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3.26 Call Back Compensation For Eligible Employees During Holiday: Eligible non-exempt
employees (either law enforcement or non-law enforcement) who were not scheduled to work on a
given holiday but are called back to work during that holiday, will be granted HOLIDAY CALL
BACK PAY at the rate of two (2) hours for each hour worked during that holiday. The limits of this
provision are not to exceed eight (8) hours (for non-law enforcement) and eight and one half (8.5)
hours for law enforcement personnel. If the individual ends up working the entire day, the
provisions of paragraph 3.27 below apply.
3.27 Holidays: Eligible non-exempt employees in departments agencies (such as jail, juvenile
detention, parks, beach services etc.) that routinely work through holidays, shall receive their regular
pay for such work day plus an extra day's pay not to exceed eight (8) hours. for non-law enforcement
and eight and one half (8.6) hours for law enforcement personnel, This provision applies to hours
actually worked during the holiday. In no case shall an employee draw holiday pay rates for working
during a holiday if the department also gives that individual a replacement day off for the holiday
worked. In such cases, the individual simply draws straight time for working during the actual
holiday and is paid straight time for the day off given in lieu of the holiday.
RECORDING WORK TIME:
3.28 For purposes of compensation, the county’s time-keeping systems shall control the county’s
payroll obligations. allows departments some latitude in the way working time is recorded. Starting
and stopping time may be rounded to the nearest quarter of an hour. Care must be exercised to
insure that the rounding practice averages out so that employees are fully compensated for the time
they actually work.
GENERAL PRACTICES:
The following are general practices of the County:
3.29 Overtime Kept to Minimum. It is the direct responsibility of each department manager to
control overtime payroll costs within the department and to control the early or late departures of
employees.
3.30 Whenever possible, overtime will be preplanned in order that affected employees may be
notified of required overtime as far in advance as possible. Overtime is a job requirement when
determined to be necessary by the appointing authority and may be required to be worked without
advance notice.
3.31 Overtime will be approved by the department head before it is worked. Failure to secure preapproval
for overtime hours worked may subject an employee to disciplinary action.
RECORD KEEPING:
3.32 Records To Be Kept By Departments and County Auditor: In accordance with 29 CFR,
Section 516, and other authority, all department heads and the County Auditor shall keep necessary
time and attendance records for all employees. These shall include time worked and overtime for
non-exempt employees. All records shall be kept and preserved as required by law. The Department
of Human Resources shall advise the Commissioners Court of the compliance with applicable laws.
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Nueces County Civil Service Commission Page -29-
Rules and Regulations [Adopted on ___________]