CTO Election Process
By policy and in accordance with collective bargaining agreements, all non-exempt staff have the opportunity to elect either monetary compensation for overtime hours worked, or compensatory time off in lieu of monetary compensation.
Non-exempt staff make CTO elections at the following times:
- at time of hire
- when transferring to a new department
- when an employee is reclassified or promoted into a non-exempt position
- during the annual election period, which is held each June.
For additional information regarding overtime compensation, please reference PPSM 30: Compensation for non-represented staff and the applicable collective bargaining contract for represented staff at http://hr.ucdavis.edu/
Election forms are available at http://www.hr.ucdavis.edu/elr/supervisor/comp_time_off/index.html
- If an employee does not elect (or does not complete an election form) to receive compensatory time off for overtime, he/she will automatically receive pay.
- If an employee does not make a new election during the annual election process, the previous election will remain in effect.
- Policy allows that if an employee elects to receive compensatory time off in lieu of pay, management (OCP) has the discretion to determine whether overtime will be compensated by compensatory time off or monetary compensation. OCP offers compensatory time off (CTO) for staff that elect the CTO option.
- Policy states that if a department does not offer compensatory time off in lieu of pay as an option, then regardless of the employee’s preference, they will receive pay. Again, OCP offers compensatory time off as an option for those who elect CTO.
OCP Principles for Assigning Overtime
The OCP Management Advisory Group has adopted the following principles for assigning overtime:
- Overtime should be approved in advance, if possible.
- Overtime should be evaluated and assigned based on need, appropriate title and skills; refer to PPSM 30 or collective bargaining agreement for any additional considerations, such as seniority.
- Determination of who is assigned overtime should not be driven by budget, record keeping or employee election factors.
- Overtime assignments should be void of favoritism or discriminatory practices.