1. This policy applies only to exempt employees. Please refer to the Library’s salary schedule which lists exempt and non-exempt Library classifications.

2. This policy is in addition to the current policy of granting compensatory time for working on county-observed minor holidays.

3. Whenever possible, eligible employees should attempt to schedule activities within the normal work schedule. When this is not possible and factors outside of the Library’s control require the individual to work beyond the normal work schedule and a supervisor has granted prior approval, this option should be taken.

Acceptable examples include:

a. Attendance at a county, city, library, or library organization meeting where the attendance of the individual is mandatory or essential to the performance of one’s job.

b. Working beyond the normal 8-hour day to prepare requested material for Library administration, Library Board, or County Board of Commissioners.

c. Answering emergency calls to a building in the case of a fire, security, or maintenance alarm.

d. Serving as a substitute on an emergency basis when no substitutes are available and schedule does not permit taking the necessary compensatory time off in that pay period.

Compensatory time may not be utilized for:

a. Non-emergency work as a substitute.

b. Voluntary attendance at library, library association, or city meetings.

c. Added time to permit participation in programming or other area and community library activities.