SURVEY OF AGENCY OVERTIME PRACTICES

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-04718A002400140014-7
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 24
• Document Creation Date: December 9, 2016
• Document Release Date: June 13, 2001
• Sequence Number: 14
• Content Type: SUMMARY

Approved For Release 2001/e01A-RDP78-04718A002400140014-7
OjOOO4 thader the terie of the windnte,
were awaited"
sed. The effect
erti rate to indi
$5$1440) or less and
higher a:tides
of g;rade 09-15 (currently
2. r prevLeiona of the
i.e.$ premiun pay or tIse off,- roe
The I95Iesrendments provided that the ez
on if his pay rate was at or below the maximum
$250) but that the emit:otos agency would deter-
tion for emaoyees at higher axonal salaries.
B.
fo
for
FoU4= the enactment of the inge Benefits Act, the
re
7 and 8)-
(quoted
established governing the use of and taxation
Agency from Tentative ReguTiation
and holiday work shall be kept to a minium
t with work requirements, end overtime and
k shall be authorized only when work require-
be satisfactorily completed within the
scribed tours of duty.
Payment for overtime and holidqr work performed or
compensatory time off in lieu of overtime pay shall. not
be allowed unless the work has been authorized. prior to
its performance, and the employee concerned has been
apecifically ordered to perform the work. (NOTE: There
is a subsequent provision for claims for overtime worked
under unusual operational circumstances not permitting
advance approval.)
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Approved For Release 2001/08/08 : C14,7131r718A002400140014-7
'
&nervy of Agency Overtime Practices
Au employee in grade 08-10 or be 1 be psic over-
time compensation in accordance with the rates and
limitations provided by law or may, if be request. it
met later than the end of the pay period in which the
overtime WU worked, be granted compensatory time off
Lilian of payment. Compensatory time off will be
granted for an amount of time equal to that 'pent in
overtime eork.
Au employee in grade 00-U. or above nor1ly will be compensatory time off in lieu of overtime pay
fer overtime work within the amounts permitted by law.
Bawer, eben the Operating Official concerned estab-
lishes that it is not feasible to grant compensator/
time off to an employee in this grade range, be will
mothorMmtleplemt therefor at the appropriste overtime
rote within the limitatione prescribed by law. In
making the determination as to whether it ie feasible
to grant cogpensatory time off, the Operating Official
eoncerned Shall consider the fallowing factors;
(0) Whether the individual is in an essential
poeition and cannot be spared to take
eompeolartmtime off;
(b) Whether the individual has already accrued
the maximmasimmt of erlwil leave and
emmet be permitted to take currently
scorning manual leave an well as compen-
satory time off.
same time, the authority to epprove overtime, formeri
ef. Budget Division, VOA delegated to Operating
s of Senior Staffs and Area Divisions under the
Deputy Director (Plans); Assistant Directors under
he Deputy Director (Intelligence); and Chiefs of
of Offices under the jurisdiction of the Deputy
tb a prohibition against redelegation of this
subordinateo officials.
is no legal limitation on the:period of employ-
duals may accumulate compensatory time off for
established the rule that it must be used
ch earned except that an extension into the
ceeding leave year is authorised for compen-
the last four weeks of a leave year.
bed required immediate use (by the end
one in which earned).
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ertmoror,
C, S* i1 for SurveZ
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R78-04718A002400140014-7
Survey of Agency Overtime Practices
the CIA Career Council, hold ou 2 February
of the effect of the new overtimeprovisions
s. On 6 iftzr 1955, the Assistant Deputy
seenrandum to the Chief, Menegement StaSf,
amber of his staff to lead a teen composed
troller and of the Director of Personnel to
ime practices.
ten offices with
th the lowest paid overtime
for study. The study was
gn field stations and of data
of compensatory time off. Ten standar&
t any differences in administration of
as to its use and compensation, were constructed
ials of the offices selected for study.
prior to the Pev. Act amendments against
cal because of the inadequacy of compen-
f t
No. 5
No. 6
1*. 7-
No. 8
MitYP2K imsalugielvCrf
1.14$
interviewed meMbers of the office
andard questions as a check point to
$ in each interview. Participants were
of he study and the anonymity to be given
Cceperetive rates of the offices
s or per
Pa/ Pd.
9.7
5.9
5.7
4.9
4.8
4.4
3.4
3.2
Agency Average: 2.8
per
Low Use Offi
Av. Hours Or per
pel. sorhorili.
No. 8
1.6
No. 7
1.4
No. 6
1.2
No. 5
1.2
No. 4
1.2
N0. 3
1.1
No. 2
0.8
No. 1
0.3
3
ime
r pay period
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Approved For Release 2001/08/08: CIA-
Etirvey of Agency Overtime Practices
78-04718A00240014414-7
PROPOIMSR TO LIMEY 91IESTICX8
the office inteiretation of the Atonn-t
gh end low users reported that overtime yea used only
eery to meet emergency-workload conditions with the
f one higher user which reported.omertime was necessary
a 24-hour day, 7-day week, and another high user who
necessity for operating on a 6-day week.
the offce have apolicy on overtime? Is it *written
not written, whit are the provisions of
Mioet of the fLoes bad issued either formal internal instructions
Or Worm' memorandume. In general, these follow the Agency
Valley statemeet with aeplificetion ordinarily in commotion with
payseut provisions for 08-1I's and over.
One of the high use offices states as a rule that any directed
overtime will be compensated in pay. In contrast, two of the
low use offices discourage overtime pay to individuals at 08-11
or over.
Another of the high use offices accepts overUse as a general
condition of work because of its 7-day week operation. In
another instance, irregular work flow, not edbjeet to control of
the office concerned was given as a main eau*. of overtime and
prospective employees were advised to anticipate recurring over-
tine requirements.
An expressed reqpirement for specific justification was even
*lightly greater eaphasis in the discussions with low use offices
than high use offices. Also, the issuance of fermi internal
instructions was slightly more frequent in the low uee offices
suggesting; the possibility of nore serious attention to overtime
administration.
Tim does the office control overtime?
Zn general, the controls exercised over overtime were est at tb
initial epproval point. Records of actual overtime worked were
maintained in some of the low use offices but no such records
were reported in the high use offices.
In both high and low use offices there were
placed on the total hours of overtime any indivi
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limits
yes
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Survey of Agency Overtime Practices
d to work or be coensated for - this rang
per week with no cenaat ton. if any sick
taken to 30 hours per pay period (15 hours per
h high and low offices, there were instances in
the al approval was granted on a quota basie.
approved in advance? if by iihom?
fines studied reported prior approval was required. In
cases this epproval was on a quota basis by the office
subordinate sgpervisors were authorised to direct
rtine work within their quotas. In most cases, approval
ice head or his deputy was required.
question No.
cation must be given by conRonents of t
13g overtime1
'Unapt for two cases in obich overtime was regularly planned on
the basis of workflow, each office indicated specific statements
of :notification were required. Justifications based on meeting
regular vorkloszi appeared with about the sane frequency as those
citing special or emergency requirements.
Because this was a key point in expressed feelings of variance
thin the Agency, briefs of each response are givenl
lave because staffing and
Of compensatory time off.
because employees, in
A are forfeiting annualleave and cannot be
o take eiensatoryoff and annual leave.
since workload viii not
earned annual leave.
can be granted only in small
0 the employee is paid automatically
eats time off. In grade 06-11 and over,
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8-04718A002400140014-7
SUBJECT Survey of Agency Overtime Practices
the employee determines thether be will be paid or
receive coRpensatory time off. it vaa stated that
workflow makes use of compensatory time impractioal.
No. 5 - All grades are paid overtime. It was indiceted that
tbe office head believed that anyone reqUired to work
overtime abould be paid.
No. In most cases, all grades are paid. Except ons were
not explained.
No.
grades are paid overtime as staffing will not permit
of coepensatory time. It was noted that higher
graded officers did not claim much overtime, however.
ion with employee below GS-11. At GS-11 end above,
oppensatory time off is granted rather than nig,
except Alen the individual cannot be 'rowed to take
it by the end of the leave year.
Offices
All overtime except Saturday dut
intim off.
So. 2 - 011-9 mad below are paid.
coepensatory time.
No. 3 - 01-ID and. below elect method of
vben onpervisor cannot release eaployee to
off, 05-11 and above aro granted. compensatory t
08-10 and below elect method of coepensat on.
above are initially credited with coppensatOrY time b
may sdbsequently convert to pay if unable to use.
08-10 and below elect method of compensation. 08-U's
end above are directed to perform overtime only in
unusual cases and ere granted compensatory time off
unless a ipecial :ustification for pigment is epproved
by the office head.
No. All Snide* are paid as normal
granting of compensatory time.
No. 7 - Same as No. 6, above.
No. 8 - All grades are paid but hteer graded employees rarely
claim compensation.
6
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t
Apprned For Release 2001/08/08 : QIA-RW?18-04718A002400140814-7
T: Survey c
of Agency Overtime Practices
to
Office? have shown a greater texenct to
ing time off than the low use offices.
rtime, it is possible that the actual
more casperable to that of the high
being represented in voluntary overtime
to eetablish this point are not
slab
La
U
saxtborjzat ion as a
time off,
compensatory time off, it was
TRAIA records. However, in most cases,
records in subordinate units in
time vas sentioned. It is probable
emarY at lest IA some units to
overtime worked without formal
granting unrecorded compensatory
8: mg, in order of cc
neoessttttbe us.
Wo.
? question are also cons
reporting briefs of the indi
cient
lies.
Requirement for providing continuous service. Consider
overtime cheaper than regular staffing to provide such
coverage.
No. 2 - Workload in excess of asilable manpower Nigh turnover
rats. Crash jobs. Waturdey duty.
Mo. 3 - Understaffing. Wiergencies.
No. 1 - Necessity to produce on 6-day meek. Incidsnoe of
crises; flaps occurring. Sick leave in smaller units.
No 5 . Craih assignments. Peak workloads In some elements,
undsrstaffiag.
No. 6 - /ndividuals assigned to
control of the office.
Continuous operation of
requirements.
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survey of Agency- Overtime Pactices
No. 7 - ilcmtload in exce of available Re
for Saturday duty.
No a Special vork requirements. Cyclical workload
2 -
No. 3 of c
SO. 4 Cyclical workload.
staffing (replacement ofemployees on sick or
leava). Peschedmlingof activities. InnwleneY
reqpirements. Preparation of annual budget.
Shergengy requirements. Saturday service (half-t
Crash situations in other cosponents. headline reports
such as preparation of operational programs, annual
budget, etc.
r
No. 7 - Understating C operational situations.
Itaturtialdutr-
No.8 Ubderstaffing.
of duty be
Can
it vased this hid been ne
vas indicated fzrther consideration ,ild
bility. Tio of the high use offices
be impractical and two others that it
in certain elements.
in,
a
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Survey of Agency
ime Practices
cy and procedures for local application. in
etions and limitations on the pent of
of which are in keeping with the Agency's
s based. Simples of such additional re-
payment for overtime worked during any period
Imre, limitations on the number of hours of
be paid (regardless of hours worked), limi-
ting off based on leave earning categories
restrictions against payment for overtime
7
The primary defect in such retrictione and limitations is that they are
directed to peymeet for overtime rather than to the use of overtime. For examp
the requirement for emergency overtime is lee* likely to occur between 7:30 Ind
8130 an. than immediately following the regular vorkigy. Also, permitting
employees to eork at the earlier hours raises the question of whether the over-
time is in eonformance with the Agency's policy or for the convenience of an
eilanYee who would arrive at murk early anyway in order to get sparking place.
Saver, if the overtime has been properly authorised, the employee should not
be petalised-by prohibiting payment if he bad to work immediately-prior to his
regular workday. As a furtherexample overtime worked immediately' prior to a
period of annual leave mei appear to b; for the convenience of the employee but
it would be inegpitable to determinant in a ease in 'bleb the circumstances did
actually require the overtime. Similarly, an. esployee who has been absent on
sick leave aboul4 probably not be required to 'work overtime immediately upon his
return to duty; however, he should not be deackipapeot if he is required to
work.
use offices are at or over the Agency
per employee per pay period
are below the Agency average. Available
incidence of sick leave is attributable
or wee versa. Sustained excessive over-
adverse effect on health and morale but,
overtime in either the high use or
smaI! amounts of overtime inralmild per
is insufficient evidence for stating
NO. 2 2.5
So. a 2.5
9
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Survey of Agency Overtime Practices
TOO *MUM Use OffiCee
No. 7
2.4
No. 5
2.3
No. 6
2.3
No.1
Agency
2.1
1.7
1.6
78-04718A002400142914-7
-2.1
lie 8
2.3
No. 2
2.2
6
2.0
NO. 5
2.0
No. 4
1.9
10.7
1.9
No. 3
1.6
No. 1
1.3
high avertina use offices are st or over the
r of hours vmp1 leave per employee per pay
eight ixr overtime use offices are also over
its. that the inability to use compensator7
because of difficulty of granting
common a situation as has been assumed.
008
6.7
No 7 6.2
Nos. 3 4, 5 5.9
OF a a AS=
No. 2
5.6
mo. 6
5.4
NO. 1
5.2
Low Ove ti
Vie Offices
No. 1
7.2
No. 6
6.5
mo. 3
6.1
No. 2
6.0
No. 7
5 a
Ave 5.6
a a
1.1
Nos . 5, 8 5,3
No. /4. 5.0
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Amp
Agency
A.
by the working grow
Operating Officials on
periodic reminder* of the igportance
heir area* are desirable.
ibility for overtime administration
This policy places no absolute limi-
t relies on the judgment of senior Agency
only when necessary. Statistical evidence
his officials offers no basis for concluding
toy is not being conscientiously administered
There is no dance that it is still necessary to lfmit
rity to Office &oda and a general feeling that this reepon-
sit
C. Anslysta ofavailable
nostw
potent*
6:action, elliad
related areas were
and law users of ?Textiles:
statistics and the survey
no radical differences awe&
indicate anevenue of approach
nation of overtime. In only two
e differentiations between the highs
1. All but ons of the high users cited uersta
causes Of its overtime requirements.
2. All high users and the highest three of the
that compensatory time off in lieu of overtime pay was
employees could not be eared to take tine off.
ins
P. There are significant differences among the various comoneuts in
the epplication of discretionary autboritiee respecting the piquant
of overtime in grades G0-11 end above as apposed to granting compensatory
ties off in lieu thereof. The establishment of au:Afore:policy without
such discretimmerymithority,would,olletnate such differences. Such a
policy mould, neolnumarilyivmospise the option given by low to eeployees
in 00-10 sod below as to whether compensation for overtime which they
are directed to work should be in the form of overtime pay or compensatory
time off in lieu thereof.
X. o definite conclusions can be drawn as to the effect of Agency
overtime use on health and morels. It might be noted that the
highest overtime users bad an 18.30 higher sick leave rate during the
period studied. than the low overtime use offices. govevera this figure
looms weeoleg when it is mentioned that the overtime use figures were
for na, overtime only and there is no evidence that the same individuals
11
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Survey of Agency Overtime Pra
V ho performed the paid overtime were those who used sick
ments for working overtime have not been offered by departing elmp
as a reason for leaving the Awmay.
13EXIWPIDATrat
13mt working group recoa that:
A. The Agency'e present policy respecting t
coat inued in effect.
The Aar 'e present pal
be modified to:
I. Attend the
(pay or time
2. Provide only con
00,13 and above;
cting c
opt lax
GS-
of c
tion
tias off to employees in grades
Discourage the use of avertin in the hour immediatelY
preceding the regular workday;
Discourage Overtime work by employees who hare been absent
on sick leave or are going on annual leave; and
Authorise Operating Officials to delegate approval
authority to a single senior subordinate with an al
Administration of overtime be periodically reviewed and
evaluated through analysis of statistical data by the Comptroller
who will refer arent excessive use of overtime to the
Missmeement Staff for study and appropriate action.
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TAB
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Approved For RCe=:12:701t08-11-8-04718A0024
3. POLICY'
a. OFFICIAL iKKONXIX
The normal official workweek fmr all activities of the Agency is
front8o as. to 500 p.m. Nosier through Friday, with one-half ,
hour allowed for lb each day. Other tours of *sty sill be
established only When neeeseartlip emet'special reqwirements.
b. ATIMIDAMON '
Xmployees shall report for duty pramtly mid renal* om duty through-
out the regular weekday enespt When as approved leave or when,
officially dismissed because of ? special omission or severe'weather
coaditions. Legal holl4alu utll be Observed in assordance with the
provisions of this regulation. .
OFIRTIMS AID MOLEDATIOMI. .
? Overtime anCholidey workyill be kept tO a mialmnet *assistant with
work requirements and will be authorised only raw work reqpirsommta
cannot be satisfactorily completed within regularly 'prseeribed tours
Normally/ Ian employee will not be directed to work.oyertime
, of amtp immediately preceding a period of annual leave nor on the same
day on which he ham taken annual or sick lelme. '
(1) tera an employee is required to perform overtime or holidey work,
he will be paid or otherwise compeusated for susib work in accordance
with the provisions of this regulation. 'Payeeet or compensatory
time off for overtime or payment for holiday work performed viii
be allowed ouly when the work has been authorised prior to its
0-0?414t4-41-111,41
17
A* No. 359-4)
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C-04
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MOM P1218016121.
1956
performs,* amA the employee concerned hes been specifically
ordered to perform the mark.
(2) Ccompensatory time off in lieu. of overtime pay will be credited
for WOO by an euployee in emeordenee with the provisions of this
regulation. Compensatory time off to ,_en employee's credit op
be used at such tines end in ouch amounte es local wart accuiltione
man. While It is desirable that he be given en opportunity to
use his eaepensatory tine off when declared by his, It is Dever-
when be can be spored. 4irh,? ei.{ 1,,,:%1,?,0, 14,4 C.4 40 eiM)401110,1 ki-
r
Unless the prerogative of his supervisor? to the decision as to
. $1,10,41.4,44.11 tp 411,44 en &Alt v totinr.30,0 COrhttr134.711elf
Oi S IA r *Asa* cebeiifw -Ws,
d. OPTIMAL WSDER= ISADI1110 I ;v.? r.01,4,Wb I& 4-* ?Iv ""'11"-
M, %A.&11.?
Soars spout ss a student in Ageney-eponsored training activities mill
be considered as hours of molt in distentining whether en employee bes
worked the official workweek of ko home. Suob time may not be scam .
addend as working bours:for payment of night differential ear for
determining holiday or overtime eoppensatioa either in the fora of
;ley or as compensetory time off. Dequests for examptioe to this policy
,
mill be transmitted by Operating Officials, through the Director of
Traialeg for reemeneadatioak, to the Deputy Dizeitotor (Support) for
approval.
Is. assponneumni
a. tertrff MMICIDS8
Deputy Directors are responsible Ayr ensuring that the policies sad pro-
cedural repairmemsts austataill Wan are yueserli welled within their
5 (aab am, 3459-A)
.04,11144.1".4147,&'4'
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C-04: -41rr-41-)wi.4.41-1-004,,,
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respective areas of jurisdiction*
b. OpyzA2I1a OFFICZAUI
4
?
(I) Operating Officials are responsible for the adainistration of
? the provisions of this remilation within thilr'respective Offices.
Except as specifitally prcibibited herein. Operating Officials
may redilegata the; authorities which are dolomite( to than by
the provisions of this regulation.
(2) It shall be the responsibility of CperatiniOffloieln or their
dePutiee to review each Yere We. 292s lisiseet no Authorisation
of Crrertiste and itolidey Work (figure 1) smbnitteil by soeponente
under their jurisdiction and, if justified* to authorise the vork
to be perfonsed provided that fends are available to pay, for such
trirt=,adest 0?,4 erliiiist1411.144 Unto r 1.;:340 rtio
a-1+10e h
Authorisation of Osertine and libliday Workele/ be eopeolislated Into
ono smarmy for merthent4ostiosif the Operating. Official or his
deputyj
(,) Operating Officials are responsible Dar Touring that supervisors
=lertheir respective jurisdictions elm responsibility for
scheduling enigma( vork so that it my be sompleted during regular
vorkhoura sthessever possible. When this seanot be acciaplished,
supervisFs are responsible Ay regusetIng authorisation from the
appropriate Operating Official to establish irregular tours of
duty or to direct employees to perform ~tine 9, holiday wet-
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V
f?
-
14
-%
41 special anaawaeameat will be We easeendas say other deop Allah ray
cs,?
Ji be doelseamod as legalbatboys. by ihme4tve ardor or Prealdiatlal
praciamatlas.
r..) N..,
(1) If ? ballder listed above assure sia a theelar. the followlig
V-41
z iamb; will be observed mes balder soplegese veseee ragalar
?
f. 3 ,! 4- workda7. are saw Caw. MAW* ? Wittiest essedisrs
4 will be eteamvuldby each employees its' *lift moors ea a
El I saturaw.
tl
- 4 0 (4! 12/2/415 It the repder workday* et ea eaplepoe are ether time lloaley
through ?Mop sed aloe of the baLldego listed above IOUs ea
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cs the aserand amaammer la hie. ealabLtabed warbweeks be latU Observe
kc ? -
p
A- the following warbler as a lholider? /X %be ballday tau au the
0 -4, ?
E. ? Met aaaworaasir la him establiabed warkieek. he will sot be
c. area tine
--7**
1 `a 43)-a; Zr aliplappilei-setialidisll weekday emu* partials et Ivo
"3 ; L. CU 416' *deb eamemose om a liellday ar *lab weal&
*Ic4" 14: !maw" la asesslame. with pormaraphe 6b(1)
?,$r. mom or mom NOM CO' ZIOSpazep
Lk*. illtiparzauxi
(I) Oeparaloore w1.11 ails ester Wart to eedtepool ladineads whose
heath eV' is softwood by estress beet. Sehlwlewile who RUSH
be aillaetel by tholhest+sheau be aide's tot eseealt tie Agesay's
eadloal or aurslea arinriers?
I
ealamaar daps* he wilt Omens as O IN;Isais
the' estlre wedeln,
be observed se a
ad O(I) above.
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(2) Overtime and holiday work will be requested and authorised
for whole hours. Payment will be computed for each continuous
whole hour of work, and compensatory time off viii be credited
and granted for each whole hour of work.
When overtime or holiday work is required, the supervisor
responsible for scheduling the work will request authorisation
on Porn Mo. 292. Bequests for and smahorisatiom of overtime
or holiday work shall be limited to a period not in mom of
four biweekly pay periods or the equivalent thereof. The request
should clearly indicate the requirements broke* damn by pay.
( 3 )
period, the estimated number of menhours, the.nuMber of employees
by grade, and e statement of justification clearly iodiCating.',
the purpose for which the overtime or holiday work is to be
performed, the type of personnel (technical, clerical administrative,
etc.) involved, and the reason why the work *meat be ememplished
within the regularly prescribed voriehorri., lash Office Malt swim,
the requirements carefully in order to develop as accurate a
forecast as possible. Coesideration, should bit given to anticipated
variations in workload, leave schedules, and other factors which
may cause fluctuations /Imam period to pay period.
(a) The repast will be signed by the wuperriegr and forwarded ,
through admiaistrative channels to the %IA' Orficial
Carps 014 1...4
or his deputy for amthorisat
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1/31110111111,
1956
(b) A single request fora will be proposed for each allotment
account. In those Instances where several supervisors
within one allotment initiate requests* a sumaary request
will be prepared at the alio:Mee level end distributed as
provided below*
(e) The name end title of the sillier will be typed la the
authorisation block below the signature of the@perating
4koillOffialar or bis
k,irts
(d) The request eamtriag 01141% 4110mat istest Alt la filet/VI
for distribution as !idioms
(1) The original (signed) for the appropriates petyroll office.
(2) A ecstarmed (facsimile signature) copy for the Budget
and Tiseal Officers of the Wage conetrued.' -
(2) A easformed eoiry to be retained by the allottee.
order to keep to a slain= the maker of fares to be
t
signed by an Operating Official or his deputy.?fei tionit
of inlividuel regrets saw be amide l'or each of the fUlloving
sates:wise: (a) cambered Audits weilb) sonfideatial funds.
lbe forepdag diefributios will slyly to :the eonsolidated re-
quests as ue.11 as the lalivienal qasots, Mtborisatios of.
Individual repast Iroise War thee be indleated
',?rk %'4?1?01-14'410'
mans of a flesialle stew? s a,00neelidated
4' V
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Approved For Release 2001/08/08 : CIA-RDP78,047. 8A002400140
prepared for seemesl difInrent element* within one aLlot-
Amt. UProvidid ftw SA PiumillOil 90))(b) Above,
? ? of each Inallvlinal rowan, bearing" Smilestion of outlast fa-
tins, will be returned to 'the requestimig sepervisar.
(a) in am overtime eirtinedn' 'Involves' a'period' , overlapping' the
"
end of Use areal. year', espeemte ropiest* will'he prepared
,
to cover the ported throesh "me awl the period beginning
1 July.
(f) If it swore Oneeneeey to, lieresie s eatlents;already
authorised, ? ampplenental request met b ashmittod prampt17.
b. AUSKOCCTATIO1S PAT OF Oltatnit
rads Cl? CAM? na GLUM
vmm ocammauoar
[(2.) Currently loerfareed and Reported Overtime (ileployeee is arades
GS-11 end Above)
If it le dirtermined at the tine overtime work is oehedeled that
it le mot fieseible to permit ea employin; la :grade 041 or above
?
to tabs asepenestory tine off as sompeneation for currently per-
formed overtime, authorisation for papment will be made either 042
rova 10. 292 air Iv Inswandsn aeompenyleg the currant T 4 A's
i .
rhea treasmitted to. the permit offiee. ,
(2) Authorisation of Overtime far ,vise lisitially Reported as
Compeasatory Time (All Inplories) I ,
Sttptrolor n,t de+e-r""vi e-
Llf)tt way tine daring the leave year) is
tv L. 0A
Use&ability] marled Rom Ilo: 20 aWorn No. 20ag TIMM and
that over-
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Approved For For Release 2001/08/08 : CIA-RDP78-04718A0024001
111111111111111 PIRSONNIL
1956
tdire.c.1 e*,
Attendance Reports (TIA'.),j.4)eoP3psnhIiitoary tammikaannot be
compensated for by compensatory time off,[,,s referred to in , r,
trhploilea if\
subparagraphs 40(2) and 90(2)(agigh:risation for payment ?Yk'I't "45
should be transmitted. to the payroll office41 an meat 231
regular T.
Authorizing Document
No special form is provided to authorize payment for compensatory
tine. Ihe supervisor will prepare a memormm4nn emplainieg mud
certifying to the areumetences which prevent the employee or
employees from being granted the compeneetory time off. The
memorandum should contain the noses of the individuals to be
compensated, dates involved, and nuMber of hours for whichpayment
*1,ot I> ctpprov cad bk./ 04.0?04-fic;ftl
is authorized. Ibis memorandueRshall provide for the signature of
chrsitirv.hyle441.3 ab...4h?rejc, uutvfirkst. 6+,1 lor
the uprating Official or his deputy:lead shall be the authorising
doeumanqc r ynte4
( )
c. CONISOISATIm
(1) Inployees ocrwytiqmsge eSsinistrettampultieme will be cpmpen-
anted for ovirtims at holiday 'work in aseordence with the rates
im the apilicable pey schedules.
(2) Xmployees mowing posit:am in OS grades all be.ccmgensated in
accordance with the provisions of Paragraphs (a) through (c) below.
(a) Irregular or Occasional Overtime
6 An employee gradeL4ar
mite *to
paid overtime
ampeneationto eneardenne WA the rates end limitations
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Approved For elease 2001/0 : - 78-04718A0024
provided by leis cw[imill if he requests it not later than
the end of the pay period in which the overtime wee worked,
.4o be granted compeasatory tins off from his scheduled
tour of duty In lien of payment. Compenestary tine
off will be granted for in amount of time opal to
that sweat Axe overtime work?
(I) An systioroo In gods or shows will be
?
granted cassunestory time fig /111 lien of overtime pay
.?
for wartime work within the ancents parnittad by law
(foe periwig& 90(2)(o) below)Ifimerwer, eh** the
ity
Ojing
Ofnilj* earessed establishes that it is not
feasible to groat caspensatory tine eft to an employee
In this grade range, be will authorise meant of the
appropriate overtim* rate within the?limitations provided
by law. In making the idetazulaatica as to whether it is
f000llblo to groat oallIPensatory ties off, the Operating
Official comearned will consider the tolling factors:
(a) Whether the individual is la an esseatial position
and* intact, be releaeed to take boepensatory tine off.
(a) Whether the Individual has already accrued the onuciinas
bolas* of .annual leave and can he spared to take hie
current seed leave and emcpansalary time off.
If, after eissillerekion of these factors* the Operating
Official determines that it will be Imprasticable or
pob No. 119-A)
Fr...114:441.111.11,?inter-7-7
1, ?
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C-S14-4004-4-ti-111-41-frintter
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(b)
P1015018111L
1956
impossible to release the individual for compensatory time
oft within the period preownedLu peragreph 98(1) below,
be ray authorise paymeni at the prescribed overtime rate.
(2) Any lanotheduled overtlamo omit perforate' by an employee
on a day atien as oat was ectodaled hts or far which
be la called Welk to his place of employment will be
considered tabs at ltrot tem boomisderatdca.
Work
(.1) Solider work viii be compeneated at the rate of basic
compensatlon praniese per IA a rate *peel to the
rate of taste eompaseation.-
(1) Work is emcees of sleet hams ea a holiday shall be
paid tor at the avertIme rata tor the kale salary of
at the ingloyee aa set tertb is einermst Wary tables
leased by the Coolptroller Oomeral at Vibe ;kited States.
(2) Amy employee the le required to perform any work as a
holidgy viii be oempsneated for at leen Ire boars at at.
Unitatioa as CkiVemestien
(I) Po evertlist'or palistor *emanation WA be podia or
sompeneatory thee modified to as amplooyae,liboas rate at
basSA! "Pl,rirala 091,4, Or 1,01,,,,,Abla 1.14111011 eebedeled
rateet befillOSSOmeeliles Piii$4,11 Pat "Oft 4.
? (At the etlieliin date at this nispaloff. Ibis rata is
412,690 per lin" or 1P4,84?Okletliitthekly pry period.)
I 19" IJOh No. 3994)
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C+0.111-414rt=0.441.414
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IIII 1101001111SL
1956
perapvph gb above, will be ferfelted autematioally at the end
of the applicable period opoeified la peevipeph 94(1) above.
(4) Cospassatlos rhea Use laaled (444ttobi co:* 'Ps /Zs tAALc, Lo -4- 'tk
If as asoartarata bssa .d skty to me eauvessistory
tine off daring the period epeeLfled, besaage of say eanditioa
related to his esolosaant vith the dieser awl beyond his eontrol,
be will be paid far the homy of everttee waeted at the overtime
rata of my ehlsh pp:plied, at the tine the, was:li vas perforned.
la the .at of death ar :Involuntary appon4lea of as asployeo,
Y
egged les eNr s441.) ? cb.W.C.8_*.s"c?'"-4 v-
A4 soy vallosidated eager story tine ottAte hid,erodit Othleh he
hes bees denied apperteeltr to aljr113. be paid far at the
overtire Ma of pw *Leh Implied at the tbee the overtIne vas
performed (see perrereph 3i. below).?
(5) Ckapasseskary tine la the egraillt at. ma apployea eb,1& be liquidated
before the employee tereefore tree the ilarlettetices of awe
sapervisor to motter.
co-
s. 01A11111 sOn= ca pow von 11101111 011 1111110111=
work Visite au teeposary dusty
Comeaseetion far asertlat
aselipmasto shall. est 10:
la tibia abeam eppreost
scab mold= sad/or bellitso lamb la" beoessieWaied ky
I*
earhlfleatias by the Chief 4111101011 at, talk tyysinult loostlas
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