Compensatory Time Policy (Comp Time)
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Effective Date:
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November 2025
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Focus Group:
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All Home Office Exempt Employees
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Purpose:
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This policy provides flexibility for exempt employees who occasionally work significant additional hours or travel overnight for organizational purposes. Compensatory time (“comp time”) is intended to recognize extraordinary workload or travel demands while maintaining full compliance with the Fair Labor Standards Act (FLSA).
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Guidelines:
1. Supervisor Discretion
Comp time may be granted at a supervisor’s discretion when an exempt employee works substantially beyond their regular work schedule due to:
2. Substantial Additional Work
As a general guideline, “substantial additional work” means approximately eight (8) or more hours beyond a typical workweek. This may occur through extended days, weekend assignments, or travel-related duties. It is not an hour-for-hour conversion and does not establish a requirement to track exempt employee hours.
3. Comp Time Is Not an Hour-for-Hour Conversion
Comp time is not earned based on exact hours worked and is not overtime for exempt staff. It is not an hour-for-hour conversion and does not establish a requirement to track exempt employee hours. Supervisors should use judgment when determining the appropriate amount of time off, considering total workload, travel time, and recovery needs. As a general practice, no more than one full day of comp time per week of substantial work should be granted unless approved by the HR Director.
4. Organizational Needs, Approval and Scheduling
Employees should request comp time at least 10 days in advance unless unforeseen circumstances prevent advance notice. Supervisors may approve, modify, delay, or deny requests based on workload, business needs, and departmental coverage. Comp time should normally be used within 60 days of being granted. Extensions require approval from the HR Director.
5. Documentation
Supervisors must document all comp time granted and used through the approved HR or payroll tracking process. Documentation should include a brief reason such as “international travel recovery” or “conference weekend support.”
6. Non-Accrual and No Payout
Comp time is not an accrued benefit, does not carry over year to year, and is not paid out upon separation from Global Outreach International. It exists solely to promote rest and work-life balance after significant periods of extra work or travel.
Comp time may be granted at a supervisor’s discretion when an exempt employee works substantially beyond their regular work schedule due to:
- Major projects or events
- International or overnight domestic travel
- Organizational emergencies or special assignments
2. Substantial Additional Work
As a general guideline, “substantial additional work” means approximately eight (8) or more hours beyond a typical workweek. This may occur through extended days, weekend assignments, or travel-related duties. It is not an hour-for-hour conversion and does not establish a requirement to track exempt employee hours.
3. Comp Time Is Not an Hour-for-Hour Conversion
Comp time is not earned based on exact hours worked and is not overtime for exempt staff. It is not an hour-for-hour conversion and does not establish a requirement to track exempt employee hours. Supervisors should use judgment when determining the appropriate amount of time off, considering total workload, travel time, and recovery needs. As a general practice, no more than one full day of comp time per week of substantial work should be granted unless approved by the HR Director.
4. Organizational Needs, Approval and Scheduling
Employees should request comp time at least 10 days in advance unless unforeseen circumstances prevent advance notice. Supervisors may approve, modify, delay, or deny requests based on workload, business needs, and departmental coverage. Comp time should normally be used within 60 days of being granted. Extensions require approval from the HR Director.
5. Documentation
Supervisors must document all comp time granted and used through the approved HR or payroll tracking process. Documentation should include a brief reason such as “international travel recovery” or “conference weekend support.”
6. Non-Accrual and No Payout
Comp time is not an accrued benefit, does not carry over year to year, and is not paid out upon separation from Global Outreach International. It exists solely to promote rest and work-life balance after significant periods of extra work or travel.