Private sector employers cannot offer compensatory time, or comp time, to hourly, non-exempt employees.
What is “comp time”? Most policies provide that when a hourly non-exempt employees works over 40 hours in a given workweek, the hours over 40 are banked. These hours can then be applied to subsequent weeks where the employee needs time off for one reason or another.
Comp time policies for hourly, non-exempt employees violate the Fair Labor Standards Act (“FLSA”) because non-exempt employees are entitled to time and a half, or overtime wages, for all hours worked over 40 per week. When an employer banks the employees hours over 40 in any workweek, it is failing to pay those employees the benefit of overtime compensation that they are entitled to. Private sector employers may, however, have a comp time policy for their exempt employees under the FLSA subject to certain requirements. Also, public sector employers may have comp time for both exempt and non-exempt employees subject to certain requirements.
If you are an hourly, non-exempt employee who works for a private employer with a comp time policy, then your employer is violating the FLSA. Employees who prove violations of the FLSA are entitled to their unpaid overtime wages, liquidated damages equal to their unpaid overtime wages, and attorney’s fees and costs.
Our Ohio overtime attorneys are here to speak with you about any wage and hour issues you may have with your employer. If you have any questions about your employers’ comp time policy regardless of whether you are a public or private sector exempt or non-exempt employee. We look forward to the opportunity to discuss your compensation issues with you. Call our office today for a FREE consultation at 1-614-949-1181 to speak with Ohio overtime attorneys who handle wage and hour issues.