The middle way....
Our official policy is that the staff member who works OT can chose between payment of OT or comp time - the time to take comp time to be negotiated. In reality we prefer the employee to be paid, because banking comp time becomes troublesome, and if it isn't regularly used, you end up at the end of the year with more than you can use.
So, if I have a staff member who can work from home, and I know that saves them an hour commute, I will have them submit Ot for pay, but also give them the option of working from home (these are people I trust to be productive at home) and/or taking some time off that is off the record.
I have on occasion, ordered a staff member to take a day, when they had worked excessive OT and were highly stressed.
So we have an informal comp time on occasion. If I have a staff take a sick day, but still attend meetings and answer emails, sometimes I won't submit their sick day. My boss is fully aware and supportive of my workarounds.
Personally, as a manager I don't get OT or comp time, but my boss is pretty flexible.
James
James
