This policy, according to CUC deputy executive director Alan W. Fletcher, will pay overtime hours not with cash but with time off work.
“It’s not a new concept but it will help us manage our way through this financial difficulty we’re in,” he told Variety in an interview yesterday.
He said CUC is paying an average of over $1 million for OT every year.
“Due to our financial position, we are no longer able to pay overtime hours in cash. Instead, we will use a federally recognized program to pay employees through accrued leave time,” he said.
The comp-time policy took effect for the June 17 payroll, he said.
In a memorandum dated June 28, Fletcher told CUC employees that each division will be scheduling an orientation this month to explain the new policy to the employees.
He said employees are always welcome to contact the human resources office for more information about how the comp-time works.
CUC human resources manager Frankie Cepeda said except for managerial positions, all other employees will be affected by the comp-time policy.
Fletcher said their operation will not be affected by the new program.
CUC personnel will still respond to emergency call and work overtime, he added.
In the comp-time policy, if an employee works one hour of overtime or over 40 hours in one work week, the employee will receive 1 ½ hours of comp-time.
The employee can accumulate up to 360 hours of comp-time, which will be tracked and administered like vacation hours.
The comp-time “bank” will be displayed on the employee’s paystubs.
Fletcher said if an employee leaves CUC, he will be paid for any accumulated comp-time at his current wage rate.
He said they may adjust the policy depending upon how the program works.
“We will listen to our employees,” he added.
A regular work schedule of CUC employees consists of a five-day week, eight hours a day, or 40 hours per workweek.
“CUC reserves the right to establish other regular workdays, such as flextime, for individual employees or certain position,” the new policy stated.
