Tours of Duty
Section D - Regularly Scheduled Overtime Work and Other Premium Pay
|Definition||Regularly scheduled overtime work means overtime work that is part of an employee's regularly scheduled administrative workweek. In order to be regularly scheduled, overtime work must be specific as to the employee(s), the day(s), hour(s), and time to be worked and must be scheduled no later than midnight Saturday of the week before it is to be performed.|
Responsible officials who are delegated authority to approve tours of duty are authorized to approve tours of duty that include periods of regularly scheduled overtime. (Regularly scheduled overtime cannot be taken as compensatory time, but must be paid as overtime.)
Exception: Employees on flexible work schedules may, at their option, request compensatory time for regularly scheduled and irregular or occasional overtime work.
|Criteria for Approval||
Approval is subject to the availability of funds and must be limited to situations:
When regularly scheduled overtime is authorized, the official approving such tours will maintain a record (e.g., on the T&A log) that includes the following:
The record is to be maintained locally and must be kept available as source data for any reports requested by USDA, Office of Human Resource Management, or outside agencies.
Note: Regularly scheduled overtime generally is not applicable to the Washington, D.C. metropolitan area. Check with the servicing personnel office if it becomes necessary to consider regular work beyond the 40 hour workweek.
|Irregular and Occasional Overtime Work||If the supervisor does not know of the requirement for additional work until the administrative workweek has already begun or does not know which employee should have his/her tour rescheduled, he/she may require an employee to perform the work in addition to his/her regularly scheduled tour of duty. This additional work would be irregular or occasional overtime work.|
Overtime hours are hours of work in excess of the basic work requirement, officially ordered and approved, in advance, by management. Employees are entitled to overtime pay for overtime work in accordance with applicable provisions of law.
In order for employees to qualify for overtime under Title 5 U.S.C., Chapter 55, they must work in excess of the daily and weekly work requirements given in the chart below:
| Compensatory Time Off
Federal Wage System employees, regardless of FLSA status, and including those working under a flexible or compressed work schedule, may request compensatory time off in lieu of overtime pay only for irregular and occasional overtime work. Mandatory compensatory time off is prohibited. (Section 1610, National Defense Authorization Act for FY 1997 [P.L. 104-201, 09/23/96] amended 5 U.S.C. 5543).
Employees subject to Title 7 U.S.C. 2260 (Import/Export Act) may not earn compensatory time in lieu of overtime except under the specific provisions for earning compensatory time for religious observances.
For all employees,
Compensatory time may be earned and used in the same pay period.
|Night Differential||An employee is entitled to night pay for regularly scheduled night work performed between the hours of 6 p.m. and 6 a.m. Employees are entitled to night differential in accordance with the chart below:
Note: Employees paid under the provisions of Title 7 U.S.C. 2260 are paid night differential in accordance with APHIS Directive 402.3, dated 3/16/84.
Note: Prevailing Rate (wage grade) employees receive shift differential versus night differential. For additional information on wage grades contact your SPO.
Note: Temporary Assignment to a Different Daily Tour. An employee who is temporarily assigned during the administrative workweek to a daily tour of duty that includes night work can have the night hours counted as hours of work for computing night differential. (This schedule change does NOT have to occur before the beginning of an administrative workweek.) However, an employee assigned a period of irregular or occasional overtime in addition to his/her regularly scheduled administrative workweek can NOT count the night hours worked as hours of work for computing night differential. (5 CFR 550.122[d])
| Sunday Pay
A full-time or part-time employee who performs nonovertime work during a period of service, a part of which is performed on Sunday, is entitled to Sunday pay for the entire period not to exceed 8 hours.
Employees are entitled to Sunday pay in accordance with the chart below:
| Premium Pay for First-40-Hour Employees
Employees performing nonovertime work on Sunday are entitled to Sunday premium pay.
Employees performing work at night (6 p.m. to 6 a.m.) during the first 40 hours are entitled to night differential.
Overtime premium compensation is authorized for all employees for all hours over 40 in a workweek. This applies as long as the employee:
Note: Employees who meet the conditions above are entitled to overtime compensation only for those hours in excess of 40 in an administrative workweek. Pay for work over 8 hours in a day for such employees is paid at the regular hourly rate.
|Holiday Pay||Full-time employees who perform nonovertime work on a holiday (or a day designated as the "in lieu of" holiday) are entitled to basic pay plus premium pay equal to basic pay for that holiday work. Entitlement to holiday premium pay for holidays worked are determined in accordance with this chart:
Note: Hours worked over 8 or outside the employee's normal tour of duty on a holiday is overtime. First 40-hour employees who work on a holiday, during hours that correspond to their normal tour of duty or during hours outside of their tour have that work time counted toward completion of the first-40 tour. These employees earn overtime only if they have already worked 40 hours during the week.
|Premium Pay for SES||
Members of the Senior Executive Service (SES) are not eligible for premium pay (overtime, Sunday pay, night differential, etc.)(5 U.S.C. 5541[xvi]) including being ineligible to earn compensatory time off.
Exception: SES members may earn religious compensatory time off (5 U.S.C. 5550a).
Exception: If an employee earned compensatory time before entering the SES, he/she may still use it after becoming a member of the SES as long as the compensatory time is used within 1 year after the year it is earned (5 CFR 550.114).