var currentUrl = window.location.href.toLowerCase(); The https:// ensures that you are connecting to the official website and that any information you provide is encrypted and transmitted securely. In some cases, agencies try to require employees to take comp time instead of overtime pay. Part 541. If an employee is not covered by the FLSA, and the employee is above GS 10, step 10, an agency can require the employee to take comp time for certain overtime hours. 5547 (b) and 5 CFR 550.106 and 5 CFR 550.107, the head of an agency may apply an annual pay cap to certain types of premium pay for any pay period for (1) However, they are not entitled to FLSA overtime. The U.S. Labor Department had sued, Are you a Justworks customer? WebThere is a cap on the number of state compensatory hours you may earn. WebTA . They should also develop plans and procedures to manage or limit overtime hours worked by newly nonexempt workers, he suggested. Technology. secure websites. So far there have been no changes for 2022. #block-googletagmanagerheader .field { padding-bottom:0 !important; } ) or https:// means youve safely connected to Agencies must take corrective action if they overestimated or underestimated an employee's aggregate compensation, or the aggregate limitation applicable to the employee is reduced during the calendar year (5 CFR 530.203(g) and (h)). (Source.) document.head.append(temp_style); You may be trying to access this site from a secured browser on the server. As such, the value of an hour of compensatory time off is equal to the overtime hourly rate that is payable in dollars. WebWith the bi-weekly pay cap of $6,758.40, the employee can earn up to $1,435.20 in overtime or other premium pays each pay period. For more information, see the Office of Personnel Management (OPM)page on comp time. See 5 CFR 530.202 for definitions of "basic pay" and "aggregate compensation. [CDATA[/* >