Section C - Basic Overtime Policy
|Am I Covered by the Basic Overtime Policy?||
You are covered by this basic overtime policy if you are:
|Who is Not Covered by the Basic Overtime Policy?||If you are an APHIS employee who is working overtime under the provisions of Title 7 U.S.C. 2260 (Import-Export Act), then you are not covered by this policy. You should refer to APHIS Directive 402.3.|
|How Does My Flexible Work Schedule Affect Overtime?||
If you work under a flexible work schedule such as Maxiflex, you are only considered to have worked overtime if your supervisor ordered and approved you to work hours:
You have not worked overtime if you voluntarily chose to earn credit hours.
See the HRDG Subchapter 4610, Tours of Duty, for additional information on credit hours.
|How Does My Compressed Work Schedule Affect Overtime?||If you work under a compressed work schedule, overtime is work in excess of your basic work schedule. Compressed work schedules have no relation to maxiflex schedules that mimic compressed work schedules.
| How Does My First-40-Hour Indefinite Tour Affect Overtime (OT)?
|How Does LWOP Affect Overtime?||If you take leave without pay (LWOP) during the basic workweek or during your daily tour of duty and you later work an overtime assignment, you will not be paid any overtime until the hours of actual work exceed the hours of the basic workweek or the daily tour of duty.|
| On-Call Duty
When deemed necessary by supervisors, employees may be placed in an on-call status during non-duty times, i.e., before or after normal work hours, on weekends, and/or on holidays, to respond to urgent emergency-related issues. On-call overtime (also known as call-back overtime), under Title 5, is for irregular and occasional overtime performed by an employee on a day when no work is scheduled or at a time which requires the employee to return to the worksite from an off-duty status. When placed on-call, an employee may be required to carry a cell phone, pager etc. On-call status may be assigned to individual employees for a specific duration and/or on a rotating basis among several employees.
If you are required to perform work while on-call, you should maintain the following information: Date, Time, Name of person dealt with, Issue, and Length of time spent on the issue.
Overtime is calculated in 15 minute increments. Work of 7 minutes or less is rounded down to zero and work of 8 minutes or more is rounded up to 15 minutes. Attach the above information to your T&A.
Note: If an employee is required to return to the worksite to perform overtime, then the employee is paid for a minimum of two (2) hours of overtime work even if only 30 minutes of overtime work is performed. However, the two-hour provision for on-call overtime does not apply to work performed by a remote/teleworking employee performing the overtime work at home. (See 65 Comp. Gen. 49, October 31, 1985 [B-217502].) For example, a remote worker or teleworker is placed on-call for the weekend. The employee decides to visit friends 45 minutes away from their home. During this visit, the employee receives a call requiring them to drive home to perform work on their computer. The work takes 30 minutes to complete. The employee is entitled to 30 minutes of overtime pay.
(5 CFR 550.112[l] & 551.431)