New Comp Time Regulations

Effective May 14, 2007 New Changes to OPM Regulations on Compensatory Time

"Agencies may require that an FLSA exempt employee (as defined at 5 U.S.C. 5441(2)) receive comp time in lieu of overtime pay for irregular or occasional overtime work, but only for an FLSA exempt employee whose rate of basic pay is above the rate for GS-10, step 10."

This use to be GS-10, Step 1. Also changes have been made to the time limits for exempt and non-exempt employee to use comp time earned. Exempt employee now have a year to use or lose it. Non-exempt use to be paid at 150% after 6 months- that has now also been extended to one year. READ MORE ABOUT THE CHANGES HERE:
http://www.opm.gov/oca/pay/HTML/COMP.htm

That means...you'd have to be a GS-11 step 7 exempt employee before they can require comp time instead of overtime.

If you're a wage grade or non-exempt employee comp time cannot be required in lieu of overtime. Pay particular attention to the order of the wording. IT IS YOUR CHOICE if you want overtime or to elect comp time!

Before overtime can be earned, it must be approved by your Supervisor. There is a form that must be filled out in advance. This is your opportunity (and documentation) if they deny your OT request. Should they deny your overtime and you feel you meet the criteria above, keep your request form and contact the Union immediately! Here is a flyer for your Union bulletin board (and your desk) regarding the changes. COMP TIME CHANGES