Overtime and Compensatory Time

• If you have a classified employee overtime code, then you are entitled to overtime or comp time if you work more than 40 hours in one week.
• If you have a classified/excluded employee overtime code, then you are eligible for overtime or comp time if you work more than 80 hours in a pay period, and if your supervisor authorizes the overtime.
• If you have an exempt overtime code, then you are not eligible for overtime pay.

Follow these steps:

1. Go to OPUS, then click Employee Self Service, then Employee Directory.
2. Find your name in the Employee Directory. Check the Job field to see if it says Classified, Classified/Excluded or Exempt.
   

   Overtime Code Samples

   Sample 1 (Classified):		Sample 2 (Classified/Excluded):		Sample 3 (Exempt):
   Job	11130.Administrative Secretary.Classified..	Job	11316.Administrative Support Supervisor.Classified/Excluded..	Job	16844.Section Manager 2.Exempt..

3. Identify your overtime eligibility from the information provided in the FAQ preceding this one.

Yes. Management determines whether to grant compensatory time or pay overtime.

Generally, leave time would not factor in to your hours worked when calculating overtime pay. This includes annual leave, personal days, floating holidays, workers’ compensation and some administrative leave with pay.

However, approved County holidays and administrative leave with pay during which you are in working status (for example, external training) are not considered leave time, and do count towards hours worked when calculating overtime pay.

Yes. Overtime is only due for classified employees who work more than 40 hours in a workweek. If your supervisor changes your schedule so you do not work over 40 hours in a workweek, then you will not earn overtime. Overtime is related to the number of hours worked in a workweek, not in a workday.

This is also true for classified/excluded employees, except the trigger for overtime pay is working more than 80 hours in a pay period.

No. There is no limit on the number of hours an employee may be required to work in any one day.

If a classified employee works more than 40 hours in a workweek, then the time is counted as hours worked, and the county is obligated to pay the employee—whether the time was authorized or not.

Employees may be subject to disciplinary action in cases where they have worked overtime without approval or after being told by management not to do so, but the earned overtime must still be paid. The supervisor should explain to the employee the reason for directing that the work be ceased so that a well-meaning employee will not view this as management’s lack of appreciation for good intentions.

If a classified/excluded employee decides to work more than 80 hours in a pay period on their own initiative without being directed to do so, then the time does not count as hours worked and the employee is not eligible for overtime pay.

Pinellas County’s overtime practice is more generous than the federal law. Although the law does not require it, Pinellas County allows for extra compensation (overtime or comp time) to classified/excluded employees when they work more than 80 hours in a pay period with supervisor approval.

Pinellas County has three categories for determining overtime compensation, while the Fair Labor Standards Act (FSLA) has two:

Overtime Compensation Categories Comparison

• For additional information on overtime pay, see Personnel Rule 3.
• For help with interpreting the Pinellas County overtime guidelines, contact Human Resources at (727) 464-3367, option 2, or the County Attorney’s Office at (727) 464-3354.