Compensatory Time UNM Policy 3310
Because we are a public employer, supervisors may allow non-exempt employees to take compensatory time off in lieu of overtime pay.
The following criteria must be met:
- Both parties have to agree to the use of compensatory time and it must be noted in writing.
- The maximum allowable accrual of compensatory time is 120 hours (this differs for unionized staff). See specific collective bargaining agreement for Unions. The employee must be paid overtime once he/she has the maximum accrual.
- It must be used within 90 days otherwise it must be paid. Deadlines may vary for unionized staff. See specific collective bargaining agreement for Unions.
- Upon Separation from UNM the employee must be paid for any unused compensatory time.
- Time off is earned at a rate of time-and-a-half for the numbers worked over 40 hours (choose the time-and-a-half "Comp Time" earnings code for Banner. When the time is later taken, use the "Comp Taken" earnings code). LoboTime users should refer to the LoboTime participant guide.
Things that can get you into trouble:
- Pre-paying employees:
- Employees can only get paid for work already done or leave taken in compliance with the policy.
- The time sheet should match Banner if not using Lobotime entry.
- Employees must have leave accrued to be paid for time off.