Daylight Savings Time. Employees scheduled to work a shift in which Daylight Savings Time either takes effect or reverts to Standard Time, shall be paid for hours worked. Employees scheduled to work a shift when Daylight Savings Time is in effect, shall have the option to use one hour of vacation or CTO time. Employees scheduled to work a shift when Daylight Savings Time reverts shall be compensated for hours worked.
(Prior code § 14.200; Ord. 5006-B, 1999; Ord. 5029-B, 2000; Ord. 5058-B, 2000; Ord. 5478-B, 2007; Ord. 5531-B, 2008; Ord. 5572-B § 2, 2009)
A. 
PPEO, DSA, PPOA, and DDAA Represented Employees. Except as may otherwise be provided, an employee who occupies a full-time, permanent position shall work 40 hours in each workweek.
B. 
PPEO General Unit Employees Subject to FLSA 7J Exemption. Employees subject to the FLSA 7J exemption shall be on an eight-hour day, 80-hour work period for purposes of overtime.
C. 
PPEO General Unit Employees Subject to FLSA 7K Exemption. Employees subject to the FLSA 7K exemption shall work on a 28-day work period for purposes of overtime.
D. 
PPEO. Employees subject to the provisions of 207(k) of the Fair Labor Standards Act (FLSA) shall work a regularly recurring 14-day work period, consistent with the county's pay period schedule. Time worked in excess of 80 hours during the work period shall be compensated at time and one-half of the regular rate of pay or compensatory time earned at time and one-half of the regular rate of pay, pursuant to the PPEO MOU. Within such work period are work schedules and shift assignments, as determined by the sheriff's office and district attorney's office.
E. 
Deputy Sheriffs' Association. Employees subject to the provisions of 207(k) of the Fair Labor Standards Act (FLSA) shall work a regularly recurring 14-day work period, consistent with the county's pay period schedule. Time worked in excess of an employee's regularly scheduled shift or in excess of 80 hours during the work period shall be compensated at time and one-half of the regular rate of pay or compensatory time earned at time and one-half of the regular rate of pay, pursuant to the PPEO MOU. Within such work period are work schedules and shift assignments, as determined by the sheriff's office and district attorney's office.
F. 
Deputy Sheriffs Unit Employees Subject to FLSA 7K Exemption. Employees subject to the FLSA 7K exemption shall work on a 28-day work period for purposes of overtime when working voluntary shifts. Mandatory overtime in excess of the 40 hour workweek shall be compensated at time and one-half.
Sworn personnel assigned to the corrections division may be assigned rotating workweeks of 36 hours and 44 hours. This would be accomplished by working three 12-hour days with four days off, followed by three 12-hour days and one eight-hour day with three days off, which would result in 160 hours of scheduled work in a 28-day cycle.
Officers assigned to this shift shall not be entitled to overtime for the hours worked in excess of 40 per week which are used to complete the work cycle.
For purposes of implementing the "3-12" shift, personnel shall only be assigned to the permanent 12-hour shift at the start of a pay period and transferred off the "3-12" at the close of a pay period.
G. 
Each employee shall be entitled to take one 15-minute rest period for each four hours of work performed by such employee in a work day (i.e., two 15-minute breaks for work days that consist of eight-, nine- or 10-hour shifts, and three 15-minute breaks for employees on 12-hour shifts). If not taken, such rest period is waived by such employee.
H. 
PPEO Represented, PPOA Represented and Confidential Employees—Extended Work Assignments. Except for a declared emergency, an employee who has worked 16 consecutive hours must be allowed a minimum of eight hours off before being required to return to work. An employee shall suffer no loss of pay nor shall there be a deduction from the employee's leave balances if this eight-hour period overlaps with the employee's normal shift.
(Prior code § 14.201; Ord. 5478-B, 2007; Ord. 5531-B, 2008; Ord. 5683-B § 3, 2012; Ord. 5991-B § 1, 2019; Ord. 6104-B § 1, 2021; Ord. 6246-B, 1/23/2024; Ord. 6303-B, 3/18/2025; Ord. 6334-B, 8/5/2025)
A. 
It is the general policy of the county to avoid the necessity for overtime work whenever possible. Overtime shall be held to a minimum consistent with efficient operation, and shall only be used to cover emergencies or where working employees overtime is more economical than adding regular or extra help employees. Extra help shall be used to cover seasonal peak work loads, emergency work loads of limited duration, necessary vacation relief, paid sick leave, and situations involving a fluctuating staff.
B. 
PPEO Represented, PPOA Represented, and Deputy Sheriffs Unit Employees. An appointing authority shall have the right, subject to the provisions of Sections 3.04.200, 3.04.230 and 3.04.240(A), to require that an employee work overtime.
A change in an employee's work schedule shall be deemed overtime unless the appointing authority shall provide the employee concerned with at least seven calendar days' advance written notice of the change in work schedule.
1. 
For PPEO and PPOA represented employees, the appointing authority shall have the ability to change an employee's work schedule for jury duty without giving that employee seven calendar days' advance written notice.
A change in an employee's work schedule shall be in effect for not less than 14 calendar days unless the employee, in writing, consents to a lesser period. Failure to give such notice shall entitle the employee to overtime pay during the hours worked over and above the hours which were included in the employee's work schedule (for example: a change from eight a.m. to five p.m. to one p.m. to nine p.m. without seven days' advance notice shall entitle the employee to overtime during the period from five p.m. to nine p.m.).
(Prior code § 14.204; Ord. 5478-B (Attach. A), 2007; Ord. 5740-B § 1, 2014; Ord. 6303-B, 3/18/2025)
Subject to the provisions of Section 3.04.230, no unclassified employee, or elected official, shall be allowed overtime compensation in the form of pay or equivalent time off.
(Prior code § 14.208; Ord. 5478-B (Attach. A), 2007)
A. 
Management, Safety Management, DDAA, and LEMA Represented. Employees shall not be allowed overtime compensation in the form of pay at a time and one-half rate. Nothing herein shall be deemed to preclude adjustment of working hours at a straight time rate for such persons called on to work in excess of normal working hours.
B. 
Confidential Employees. Employees designated as confidential shall be entitled to overtime compensation in the form of pay or CTO at a time and one-half rate.
(Prior code § 14.209; Ord. 5058-B (Attach. 25), 2000; Ord. 5478-B (Attach. A), 2007; Ord. 5683-B § 5, 2012; Ord. 6246-B, 1/23/2024)
A. 
When overtime necessary to provide essential county service has been authorized by the department head, each employee working overtime shall submit to their department head a written statement within one working day, stating:
1. 
Their name;
2. 
The date and hours overtime worked; and
3. 
The nature of the service performed during such overtime.
B. 
Deputy Sheriffs Unit. Overtime shall be compensated for in pay or compensatory time off at one and one-half time such employee's regular rate.
1. 
Required Overtime. Overtime required to be worked by the appointing authority or his or her authorized representative shall be compensated for at one and one-half time such employee's regular rate. The hours shall be compensated for in pay or compensatory time off at the discretion of the appointing authority.
2. 
Compensatory Time Cash Out. Compensatory time earned (CTE) and not used by the last day of the pay period that results in the last paycheck of the calendar year shall be carried forward into the next calendar year up to a maximum of 80 hours. All CTE accumulated within the county's calendar year in excess of 80 hours must be taken as time off or cashed out within the calendar year that it is earned or it shall be paid in cash on the last pay date of the calendar year (which is the same as the IRS tax year). CTE carry-over (up to the 80 hour maximum) will be transferred to a restricted CTE account. Bargaining unit members will be allowed to use the hours in the restricted CTE account as time off only. The restricted CTE account may never have a balance greater than 80 hours.
C. 
PPEO Represented, PPOA Represented, and Confidential Employees. Overtime earned shall be paid at one and one-half times the employee's regular rate of pay or, in lieu of overtime pay can be received as compensatory time earned (CTE) at one and one-half times the number of overtime hours worked.
1. 
The appointing authority or designee shall approve overtime prior to the time worked. CTE balances will comply with FLSA legal limits.
2. 
Subject to the provisions of this subsection, overtime earned may be paid in cash or taken in the form of compensatory time off at the option of the employee. CTE may be taken at any time as compensatory time off (CTO) with the prior approval of the appointing authority or designee; however, if the requested time off is denied, the employee may request payment in cash in lieu of CTO at the employee's current rate of pay.
3. 
Employees shall submit requests to use CTE as time off within a reasonable time period prior to the requested date(s). In keeping with FLSA requirements, approval of this request may be permitted unless the supervisor determines that use of CTE would unduly disrupt the operations of the department.
4. 
Compensatory time earned and not used by the last day of the pay period that results in the last paycheck of the calendar year shall be carried forward into the next calendar year up to a maximum of 80 hours. All CTE accumulated within the county's calendar year in excess of 80 hours must be taken as time off or cashed out within the calendar year that it is earned or it shall be paid in cash on the last pay date of the calendar year (which is the same as the IRS tax year). CTE carry-over (up to the 80 hour maximum) will be transferred to a restricted CTE account. Bargaining unit members will be allowed to use the hours in the restricted CTE account as time off only. The restricted CTE account may never have a balance greater than 80 hours.
5. 
While on a leave of absence, employees will be required to use all CTE balances prior to going into an unpaid status. If integrating with State Disability Insurance (SDI), Paid Family Leave (PFL) or Workers' Compensation benefits, unpaid hours will be authorized for only the amount of time required for integration purposes.
(Prior code § 14.210; Ord. 5058-B (Attach. 13), 2000; Ord. 5421-B, 2006; Ord. 5442-B, 2007; Ord. 5443-B, 2007; Ord. 5478-B (Attach. A), 2007; Ord. 5531-B, 2008; Ord. 5572-B § 3, 2009; Ord. 5658-B § 1, 2011; Ord. 5660-B § 1, 2011; Ord. 5561-B § 1, 2011; Ord. 5700-B § 6, 2013; Ord. 5740-B § 2, 2014; Ord. 5991-B § 1, 2019; Ord. 6159-B § 1, 2022; Ord. 6303-B, 3/18/2025)
A. 
PPEO Represented Employees.
1. 
Effective August 9, 2025, correctional officers and correctional sergeants assigned to work in the Placer County jails shall receive 0.3 hours (18 minutes) paid at one and one-half times the employee’s regular rate of pay for required donning, doffing, and briefing at the county facility. This provision shall apply to all regular shifts worked in the jail, including “short day” shifts.
2. 
Shift briefings include updates on operational priorities, safety concerns, and other critical information necessary for staff to perform their duties. Shift briefing time also includes walking to the assigned post and receiving the pass down of information from the off-going employee being relieved. Shift briefing schedules and times are determined by and at the discretion of the sheriff. Employees are expected to report for briefing at the designated time unless excused, reassigned, or already working (e.g., short day, held over/in early).
Pay under this section does not apply to shifts designated for Standards and Training for Corrections (STC) training days, or to administrative or modified duty assignments where neither safety gear nor briefings are required.
(Ord. 6334-B, 8/5/2025)
A. 
It shall be the duty of each department head to arrange the work of the department so that employees normally shall work no more than 40 hours in any workweek or, in the case of employees on a 9/80 program, 80 hours in each two-week pay period.
B. 
Each department head shall draw up a schedule of days off for all full-time employees under his or her jurisdiction and it shall be posted in a conspicuous place and also filed with the county executive.
C. 
Each department head shall make a reasonable effort to distribute overtime work equally among all employees capable of performing the work.
(Prior code § 14.212; Ord. 5478-B (Attach. A), 2007)
Disallowance by the county executive of any overtime request may be appealed by filing a written notice of appeal with the clerk of the board within five working days of notice of such disallowance.
(Prior code § 14.214; Ord. 5478-B (Attach. A), 2007)
The department head shall not authorize overtime for any employee subsequent to the time that his or her resignation is accepted or subsequent to the time that cause for dismissal under civil service Part 12 of Article 3.08 arose. Any employee leaving county service shall be entitled to compensation for accumulated overtime in accordance with these rules.
(Prior code § 14.216; Ord. 5478-B (Attach. A), 2007)
A. 
PPEO Represented, PPOA Represented, and Confidential Employees.
1. 
When an employee is called back to work after they have completed an assigned shift, the employee shall receive a minimum of two hours of call-back pay at one and one-half times the employee's hourly rate. Time worked for which the employee is entitled compensation shall include reasonable travel to the worksite.
2. 
Call-back pay shall not apply to situations where the employee has been retained on duty by the employee's supervisor beyond the end of the employee's shift.
3. 
Call-back pay at the minimum rate of one hour at one and one-half times the employee's hourly rate shall apply to those situations where an employee performs authorized work on behalf of the county without being required to physically return to work.
4. 
Multiple calls to the employee within a 60 minute period beginning with the first call, in the same hour, shall be paid as a single call-back pay period.
B. 
DSA and PPEO Represented Employees—Court Appearances.
1. 
When an employee is required to appear in court in connection with their job duties on their regular day off, such employee shall be entitled to overtime. The minimum overtime to which such employee is entitled shall be four hours at time and one-half.
2. 
When an employee is scheduled for a court appearance on their day off and the court appearance is cancelled after six p.m. the day prior to the scheduled appearance, they shall receive two hours' pay at their overtime rate.
(Prior code § 14.218; Ord. 5442-B, 2007; Ord. 5443-B, 2007; Ord. 5478-B, 2007; Ord. 5531-B, 2008; Ord. 5740-B § 3, 2014; Ord. 6068-B § 1, 2021; Ord. 6104-B § 1, 2021; Ord. 6303-B, 3/18/2025; Ord. 6334-B, 8/5/2025)
A. 
Stand-by duty requires the employee so assigned:
1. 
To be ready to respond to calls for service;
2. 
To be reachable by telephone or radio; and
3. 
To refrain from activities which might impair their ability to perform their assigned duties.
B. 
Stand-by duty may only be assigned by a department head, or designated representative.
C. 
For confidential employees, stand-by duty shall be compensated at a flat rate of $33 for weekdays and $38 for weekends and holidays, for eight hours (one normal shift) of stand-by duty, or any portion thereof, and shall be paid in the pay period it is earned.
Weekdays are defined as Monday 12:01 a.m. through Friday midnight. Holidays are defined as the county declared holiday from 12:01 a.m. to midnight.
D. 
For employees represented by Placer County Deputy Sheriff’s Association (DSA), Placer Public Employees Organization (PPEO), Placer County Deputy District Attorneys' Association (DDAA), and Placer County Probation Peace Officers Association (PPOA), stand-by duty shall be compensated as set forth in the Memorandum of Understanding between the county and the respective bargaining units.
E. 
Stand-by duty and stand-by compensation shall not be deemed overtime compensation for purposes of Section 3.04.230.
(Prior code § 14.220; Ord. 5309-B, 2004; Ord. 5478-B (Attach. A), 2007; Ord. 5683-B § 6, 2012; Ord. 5700-B § 7, 2013; Ord. 5740-B § 4, 2014; Ord. 5747-B § 1, 2014; Ord. 5749-B § 1, 2014; Ord. 5835-B § 2, 2016; Ord. 5879-B § 1, 2017; Ord. 6096-B § 1, 2021; Ord. 6104-B § 1, 2021; Ord. 6246-B, 1/23/2024; Ord. 6303-B, 3/18/2025; Ord. 6334-B, 8/5/2025)
PPEO Represented. Placer County Transit (PCT) and Tahoe Area Regional Transit (TART) Bus Drivers assigned to work a split shift will be paid a split shift stand-by pay for each split shift worked:
A. 
A split shift is a work schedule that is interrupted by non-paid and non-working time periods established by the department head or designated representative. The time period between shifts needs to be longer than a bona fide meal period and needs to be within the same workday.
B. 
Split shift stand-by duty requires the employee so assigned:
1. 
To be ready to respond to calls for service; and
2. 
To be reachable by telephone or radio; and
3. 
To refrain from activities which might impair their ability to perform the assigned duties.
C. 
Split shift stand-by duty may only be assigned by a department head or designated representative.
D. 
Stand-by duty shall be compensated at a flat rate of $35 per split shift worked.
E. 
Stand-by duty and stand-by compensation shall not be deemed overtime compensation.
F. 
Split shifts are limited to Bus Driver I/II/Senior in PCT and TART only.
(Ord. 6159-B § 1, 2022; Ord. 6161-B § 1, 2022)
PPEO and PPOA represented employees. Any employee required to work consecutive full-time shifts in addition to a regular shift, separated by less than eight hours of time off, shall be compensated at overtime rates for each consecutive additional shift worked.
(Prior code § 14.221; Ord. 5478-B (Attach. A), 2007; Ord. 5683-B § 7, 2012; Ord. 6303-B, 3/18/2025)
It shall be the duty of the county to establish and administer a centralized compensatory time off record-keeping system, and to prepare and distribute appropriate forms for the reporting thereof.
(Prior code § 14.222; Ord. 5478-B (Attach. A), 2007; Ord. 5658-B § 2, 2011)
If a county employee travels on official county business, and if the travel time is to be charged to the county as part of the employee's regular workweek, such employees shall use the least expensive and least time-consuming mode of transportation. If the employee wishes to use a more time- consuming method, e.g., use of a private vehicle rather than air travel when available, then for the amount of travel time used in excess of the least time-consuming method, such employee shall use vacation time or compensatory time off or shall be considered to be using his or her own time.
PPEO, PPOA, and Confidential Employees. Travel time in excess of that traveled to the employee's customary work site shall be compensable where the employee is required to work, attend training, or travel to a location different than the employee's customary work location whether or not the hours are traveled within the employee's customary work hours. The above notwithstanding, travel time occurring on an overnight trip outside the employee's normal work hours (including outside those hours on Saturday and Sunday) may, in the discretion of the appointing authority, not be compensable if the employee is a passenger rather than a driver of a vehicle, airplane, boat, etc., and compensating the employee for said hours would entitle the employee to overtime. In implementing this policy, it is expected that managers will make every effort to utilize flextime in order to avoid placing the employee in an overtime situation. Nothing contained herein shall limit the entitlement to overtime pay for an employee if any federal or state law, including the Fair Labor Standards Act, requires such pay.
(Prior code § 14.225; Ord. 5442-B, 2007; Ord. 5443-B, 2007; Ord. 5478-B (Attach. A), 2007; Ord. 5531-B, 2008; Ord. 6303-B, 3/18/2025)
PPEO, PPOA, DDAA, Management, Confidential and Unclassified Nonmanagement Employees. Where the weather conditions are of such severity that an employee is not able to reach a work assignment location, or an employee requests to leave a work assignment location early to be able to return home, such absence shall be charged, at the option of the employee, either to vacation time, compensatory time off (if applicable), or other appropriate paid leave, or, where the employer and employee agree, such work may be made up no later than the end of the work week in which the absence occurred. An employee who does not have available paid leave will be on unpaid leave status.
(Prior code § 14.230; Ord. 5478-B (Attach. A), 2007; Ord. 5683-B § 8, 2012; Ord. 6246-B, 1/23/2024; Ord. 6303-B, 3/18/2025)